Dear Elliott,
I’ve been leading a team for a little while now, and it’s become clear that the culture isn’t in the best place. People don’t speak up, and there’s a lot of hesitation around sharing ideas or admitting mistakes. I’ve read about psychological safety—where people feel safe to take risks without fear of judgment—but it feels like we’re far from that. What should I do as a leader when the culture I’ve inherited is, quite frankly, not good?
Sincerely,
-Looking for a Cultural Shift
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Dear Looking for a Cultural Shift,
First off, kudos for recognizing the importance of psychological safety and trust! Many leaders overlook this, but it’s a cornerstone for high-performing teams. You’ve already taken the first critical step by identifying that your team lacks the safe environment needed for openness and innovation.
Changing a culture that doesn’t foster trust can be tough, but it’s not impossible.
Here’s how you can get started:
1. Assess the Situation Honestly
Before you make any moves, you’ve got to get a clear picture of what’s really going on. Talk to your team, both individually and collectively. You can even bring in anonymous feedback tools if you think people might be hesitant to share openly. Ask about their concerns, what holds them back, and where they feel the most unsafe.
Tip: Avoid being defensive. Listen without interrupting or justifying why things are the way they are. Sometimes, we, as leaders, unintentionally contribute to the culture in ways we don’t realize.
2. Model Vulnerability
As a leader, you set the tone. If you want others to feel comfortable sharing mistakes or taking risks, you have to go first. Share your own mistakes openly, acknowledge your learning moments, and show that you’re not afraid to admit when you don’t have all the answers.
When leaders are vulnerable, it signals to the team that it’s okay to be human. It fosters trust and encourages others to step out of their comfort zones without fear of backlash.
3. Clarify Expectations and Values
Psychological safety doesn’t mean a free-for-all where anything goes. You need to clearly communicate the values of your team and what kind of behavior you expect. This could be anything from “We challenge ideas, not people” to “Admitting you need help is a strength, not a weakness.” Consistently reinforce these values through your words and actions. When team members see that their leader embodies these principles, they’ll start to follow suit.
4. Celebrate Risk and Failure
If you want people to feel safe taking risks, you need to reward it—even if the outcome wasn’t a success. Create a culture where learning from failure is as celebrated as winning. Start meetings with stories about risks people took that didn’t pan out but led to valuable lessons. Publicly praise those who come forward with new, bold ideas or who are honest about their challenges.
Tip: Recognize that people will test the waters cautiously at first. They might start with small risks, so make sure you celebrate those moments just as enthusiastically as you would a big breakthrough.
5. Create a Safe Space for Feedback
Make feedback a regular, expected part of your team culture. The more often people give and receive feedback, the more comfortable they’ll become with it. Ensure that feedback is constructive and focused on behavior, not character. When giving feedback, frame it as a way to grow rather than a way to point out failure.
Encourage peer-to-peer feedback too. When everyone takes part in building a culture of trust and openness, it’s not just top-down, it becomes ingrained across the team.
6. Address Toxicity Immediately
If there are behaviors or individuals that undermine psychological safety—like public shaming, gossiping, or shutting down ideas—you need to address these immediately. Toxicity spreads fast, and it can undo any positive steps you’re taking toward building trust.
Have tough conversations with those whose actions don’t align with the culture you’re trying to create. Be firm, but also offer support and coaching to help them change their behavior.
7. Give It Time and Patience
Culture change doesn’t happen overnight. Trust takes time to build, and psychological safety can’t be “installed” with a one-time action. But if you’re patient, persistent, and committed to the process, you’ll start to see a shift. People will begin to open up, collaborate more freely, and take the kinds of risks that lead to real innovation and growth.
If you’ve inherited a culture that isn’t great, remember that culture is a living, breathing thing. It can evolve, and you have the power to influence that evolution. It takes consistent effort, but creating psychological safety is one of the best investments you can make in your team’s success.
You’ve got this.
Bark the Norm
-Elliott, Chief Morale Officer @Break the Norm Leadership
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