How Top Organisations Foster Psychological Safety

There are 14 elements of the Psychological Safety Guidelines in Australia (also known as the psycho-social code). And there are just as many moral (people skill) elements that you need to be an effective and psychologically safe leader.

Psychological safety is about creating an environment where employees feel comfortable speaking up, sharing ideas, and taking risks without fear of embarrassment, punishment, or exclusion.

Three organisations stand out as global leaders in fostering psychological safety.

Let’s explore how they’ve created environments where everyone feels valued and secure.

1. Google: Leveraging Data to Drive Safety

When Google launched “Project Aristotle,” a study aimed at understanding what makes a team successful, they discovered a surprising truth: psychological safety is the most critical factor for team performance.

How Google Creates Psychological Safety:

• Team Check-ins: Managers at Google hold regular team discussions, ensuring every member has a chance to voice their thoughts. They actively listen, ask open-ended questions, and emphasise inclusivity.
• Modelling Vulnerability: Leaders openly admit mistakes, setting a tone of humility and trust. This behaviour encourages employees to do the same, building a culture of openness.
• Data-Driven Training: Google provides managers with training and resources to identify and improve psychological safety within their teams, backed by robust analytics.

2. Pixar: Creativity Thrives in Safety

Pixar, the animation powerhouse behind films like Toy Story and Finding Nemo, knows that creative success requires a culture of safety and mutual respect.

How Pixar Fosters Safety:

• Braintrust Meetings: Pixar regularly conducts candid feedback sessions. In these meetings, the focus is on improving the work, not criticising individuals. Employees are encouraged to share ideas without fear of judgment.
• Celebrating Failures: At Pixar, mistakes are not just tolerated—they’re celebrated as stepping stones to innovation. Teams analyse failures to extract lessons, reinforcing the idea that risks are necessary for creative breakthroughs.
• Flat Hierarchy in Creative Spaces: Pixar ensures that anyone, regardless of their position, can contribute ideas. This openness helps foster collaboration and trust.

3. Microsoft: Empathy and Growth at the Core

Under Satya Nadella’s leadership, Microsoft shifted from a competitive “know-it-all” culture to a collaborative “learn-it-all” culture, putting psychological safety at the heart of its operations.

How Microsoft Builds Safety:

• Growth Mindset Philosophy: Microsoft encourages employees to take risks, make mistakes, and learn from them. By focusing on growth rather than perfection, they create an environment where experimentation is embraced.
• Empathetic Leadership: Leaders at Microsoft prioritise active listening, ensuring employees feel heard and valued. They’ve implemented tools and strategies to foster open communication across all levels of the company.
• Cross-Team Collaboration: By breaking down silos and encouraging collaboration between teams, Microsoft reduces competition and promotes a shared sense of purpose.

Key Takeaways for Your Organisation

The successes of Google, Pixar, and Microsoft reveal actionable steps for cultivating psychological safety in your own workplace:

• Encourage Open Dialogue: Make space for employees to share ideas without fear of judgment.
• Normalise Vulnerability: Leaders should model openness and a willingness to learn from mistakes.
• Focus on Growth: Create an environment where experimentation and learning from failure are celebrated.

Psychological safety isn’t just a feel-good concept—it’s a proven driver of innovation, engagement, and success. Which of these strategies will you implement first?

Let us know your thoughts! Reply to this email or [click below] to share your ideas on building a safe and thriving workplace.

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About Anton

Anton has dedicated his working life to helping leaders to upgrade their mindset, upskill their leadership, and uplift their teams! With a focus on helps leaders to better lead under pressure. Anton is an entrepreneur, speaker, consultant, bestselling author and founder of The Guinea Group. Over the past 19 years, Anton has worked with over 175+ global organisations, he has inspired workplace leadership, safety, and cultural change. He’s achieved this by combining his corporate expertise, education (Bachelor of HR and Psychology), and infectious energy levels.

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