In the absence of this sense of safety, a “culture of silence” tends to emerge. As Edmondson highlights in her paper “Psychological Safety and Learning Behavior in Work Teams”, when individuals are hesitant to speak up, it negatively effects learning, adaptability, and innovation. In workplaces that have a culture of silence, people choose self-censorship over risk-taking, ideas are suppressed, problems go unspoken, and creativity is held back. This doesn’t just limit individual potential, it undermines the growth of teams and the entire organization. In today’s fast-changing, uncertain world, this silence can put companies at a significant disadvantage.
How can leaders build a culture of trust?
The steps leaders take to build up psychological safety play a vital role in transforming organizational culture. Creating open and clear communication channels is important to make sure that team members have the space to express themselves. Leaders must go beyond simply saying they are approachable. They need to actively listen, demonstrate empathy, and reflect these values in everyday interactions.
Building an environment where mistakes are not punished but seen as opportunities for learning encourages team members to be braver and more creative. This mindset also lays the foundation for a culture of regular, constructive feedback. Using non-judgemental language, giving everyone a voice, appreciating different perspectives, and encouraging questions are key to building trust. These efforts help employees feel a stronger sense of belonging and engagement.
Equally important is creating a team culture where different opinions are not just tolerated but genuinely valued. When leaders position themselves not as “know-it-alls” but as co-learners, it creates space for growth. Simple yet powerful questions like “What’s your take on this?” or “How do you think we could improve?” help team members feel seen and appreciated.
In work environments where psychological safety is fully embedded, employees are empowered to bring their full potential to the table, feel more connected to their work, and contribute meaningfully to the organization’s success.
A sense of trust is one of the most vital resources for sustainable success and it grows stronger when leaders embrace openness, empathy, and support in their everyday leadership.
