Psychological Unsafety Is Not Always Obvious

By now, we should all understand what psychological safety is and what it is not. It’s not about being “nice” or avoiding hard conversations.

As Amy Edmondson and Michaela Kerrissey clarify in their recent Harvard Business Review article, psychological safety means creating an environment where people feel safe to speak up, take risks, and be vulnerable in front of each other.

But here’s the catch: the absence of psychological safety is not always obvious. It doesn’t necessarily show up as yelling or overt hostility. Often, it manifests in subtler, sneakier ways.

I once saw a VP who, in response to a team member offering a well-reasoned technical opinion, said in front of a room full of smart, capable people: “Well, opinions are like assholes, everybody has one.”

She said that almost as a joke, expecting a laugh from the room (it did not happen).

That moment stuck with me—not because it was totally unexpected and rude, but because it sent a very clear, very chilling message: your ideas aren’t welcome here.

To me, psychological safety means that I should feel just as safe making my next statement as I did making the current one. It also means helping others feel just as safe making their next statement. Even if I disagree with it, or even dislike it. Especially then.

Creating that kind of environment takes intention, humility, and a real commitment to listening.

If you think your team “obviously has” psychological safety, take a closer look. You might be surprised by what you’re missing.

Originally posted on LinkedIn.