Building Psychological Safety through Positive Psychology Principles
30 September 2025
Psychological safety refers to a team climate in which people can share ideas, express concerns, and take calculated risks without fear of negative consequences. Psychological safety works in tandem with clear performance standards, enabling work to progress more efficiently through individual and team learning.
Psychological safety and psychosocial safety are different
Psychological safety is concerned with everyday relationship dynamics, specifically how we communicate, listen, challenge, and learn together. Psychosocial safety focuses on systemic workplace risks and hazards. Both concepts are important, and this blog will focus on psychological safety as defined by Amy Edmondson.
According to Amy, “Psychological safety is being able to show and employ oneself without fear of negative consequences of self-image, status or career. Psychological safety is the belief that the work environment is safe for interpersonal risk taking.” (Edmondson, 2019)
Seven common indicators of psychological safety
. No blame, and mistakes are not held against members
. Members feel they can bring up problems and issues
. Members feel included and accepted
. Risk-taking and experimentation are accepted
. Members feel they can ask for help
. Members support each other and hold each other accountable
. Members� skills and talents are appreciated and used
These indicators all carry an emotional foundation – people feel safe, valued, supported, and confident to contribute when psychological safety is strong.
The emotions that support safety
Individual emotional wellbeing, and that of the leader, supports psychological safety. Compassion, forgiveness, and gratitude are three emotions, according to the Positive Leadership literature, that contribute to a positive climate. Compassion responds to people’s experiences and needs. Forgiveness eliminates unhelpful rumination and redirects energy towards learning. Gratitude focuses on what works and strengthens relationships.
Social contracting: how we work together
Short conversations about “how we like to work” improve collaboration by discussing communication preferences, response times, meeting norms, decision pathways, and feedback rituals. When everyone contributes to the agreement, inclusion improves, and friction decreases. Contact us for a simple and effective social contracting conversation.
How strengths-based leadership improves the climate
When leaders play to their strengths, they protect their own wellbeing in the face of heavy workloads, time constraints, cognitive demands, and emotional labour. In that stable state, they provide support, navigate change effectively, and strengthen relationships. Strengths-based leadership entails leaders performing at their peak, enabling others to do the same. Leadership is evident throughout the team, as everyone can utilise their strengths and have a positive impact.
Candour with care and high standards
Psychological safety combines honest communication with emotional intelligence. People express different points of view while maintaining respect; for example, choosing a private conversation with a leader to benefit both the relationship and the outcome. Clear goals, defined roles, and fair processes provide the structure for brave ideas to succeed.
Psychological safety is built through daily decisions and actions: leaders and team members utilise their strengths, consistently display compassion, forgiveness, and gratitude, and make simple agreements that make work easier. This environment fosters effective communication, learning, and thoughtful experimentation, while also enhancing performance. Psychological safety refers to a team environment in which people can share ideas, express concerns, and take calculated risks with the confidence that their colleagues will respond with respect. It complements clear performance standards, allowing work to move faster with increased learning.
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