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Fostering psychological safety has evolved beyond just being the latest business buzzword or a “nice-to-have” – it’s now recognised as the backbone of innovation, the fuel for accountability, and a key driver of lasting success.
Speaking with HR Leader, Stephanie Bown, organisational psychologist and author of Curious, Connected & Calm, explored why psychological safety is no longer optional in today’s workplace and revealed the key steps leaders must take to build and maintain it in their teams.
According to Bown, a psychologically safe workplace is one where individuals “feel free to be themselves”, confidently share ideas, and are assured that their “opinions are invited” and welcomed.
She highlighted the crucial role that psychological safety plays in creating this open and innovative workplace. Without it, she cautioned, “interpersonal risk to take accountability is too high”, making employees hesitant to contribute or take ownership of their actions.
Drawing on the research of Professor Amy Edmondson, Bown noted that when interpersonal risk is elevated in the workplace, the fear of being “blamed for a mistake” leads individuals to “withhold crucial information”. This lack of transparency, she noted, “not only stifles creativity and learning but [also] creates internal politics”.
What’s at stake when absent?
For leaders who neglect to foster psychological safety, Bown warned that the consequences can be severe, bringing them a range of “multiple disadvantages”.
At an individual level, she explained that “learning and personal growth are stifled” as individuals tend to avoid “taking on challenging tasks” to prevent “the risk of being blamed for mistakes”.
This reluctance to engage with complex tasks, she said, creates a cycle where mistakes are not seen as opportunities for learning, which “inevitably leads to repeated errors, slowing the growth curve and leading to poor quality outcomes”.
The ripple effects don’t end with the individual; team dynamics are also affected. Bown noted that when psychological safety is lacking, collaboration unravels, as people shy away from “addressing conflicts or issues directly for fear of damaging relationships”.
In this type of environment, Bown explained, conflict can fester, draining valuable “energy” on endless discussions on the problem “instead of solving it”.
Why facilitation is the key
So, how can leaders foster psychological safety? According to Bown, it starts by shifting out of traditional leadership modes and embracing the mindset of a facilitator.
She explained how facilitation sets itself apart from “managing, directing, or even coaching”, focusing instead on “drawing content from the group” rather than simply “delivering content”.
Bown described facilitative leaders as those who intentionally “create spaces” where people feel empowered to “work through challenges and solve problems. These leaders, she said, “remain calm and composed, are role models of vulnerability, and keepers of the process”.
“They set the tone for the conversations by themselves being an example of positive interactive dynamics – setting clear objectives, inviting input, demonstrating deep listening, asking questions and consolidating outputs,” she said.
What is HR’s role in this?
While leaders undoubtedly set the tone, Bown emphasised that building psychological safety isn’t a solo act – it’s a “shared responsibility between HR professionals, people leaders and employees”.
“Like a three-legged stool, all three are key stakeholder groups and must work as partners in upholding a positive workplace culture,” she said.
Bown explained that HR professionals play a vital role in this dynamic, tasked with ensuring that the “organisation’s values are demonstrated at every touchpoint of the employee experience”.
“HR professionals set up the recruitment, onboarding and performance review systems. They train leaders in how to use these systems, tools and templates.
“They influence how leaders are held accountable to upholding cultural standards, and they ultimately report on indicators of psychological safety, including engagement and retention,” she said.
Stephanie Bown has also previously appeared on HR Leader, where she unpacked why a strong leadership team is the backbone of any successful business and shared actionable steps companies can take to empower their leaders to drive lasting results.
