Anton Guinea
Entrepreneur, Speaker, bestselling author, and founder of The Guinea Group of Companies. For over 15 years, Anton has helped leaders move their teams to become psychologically safe, physically safe and overall better versions of themselves.
Have you ever noticed how quickly teams lose confidence when they aren’t sure what’s most important?
I see it often. Teams that start strong can unravel fast if priorities aren’t clear. People second-guess themselves, hold back questions, and hesitate to speak up. Over time, that uncertainty chips away at trust. I’ve learned that psychological safety in the workplace starts with helping people know exactly what matters, and giving them the confidence to act on it.
Tip 1 Identify what really matters this week
Safety isn’t just about emotional comfort; it’s about predictability. When your team knows what matters, they can take smart risks. I ask leaders to start every week with one question: “What three things will define success for us right now?” Then write them down, share them, and hold everyone (including yourself) to them.
In high-performing environments, focus is the oxygen that fuels confidence. A recent report on workplace wellbeing found that employees who understand their priorities are far more likely to raise concerns and own their work outcomes. Clarity, in other words, gives people permission to be bold.
Tip 2 Be specific when setting expectations
Vague guidance is one of the biggest threats to team safety. “Do your best” sounds supportive but leaves people guessing. Replace it with specific expectations like, “Spend 60 per cent of your time on the new client rollout, and flag if it’s slipping.” That’s not control — it’s certainty.
Research on psychosocial safety climates backs this up. Teams that receive clear direction and understand boundaries report lower stress levels and higher engagement. When people don’t need to guess, they have more energy for creativity and collaboration.
Tip 3 Repeat priorities until they stick
I used to think once was enough, saying something in a meeting meant it was understood. I was wrong. Clarity fades unless we keep shining a light on it. I now make it a habit to revisit our top goals every Monday morning. The repetition isn’t for me, it’s to help the team feel anchored when things change fast.
Leaders who regularly reinforce their messages see stronger alignment and psychological safety. One study on safety culture showed that steady communication builds a shared sense of control, even during uncertainty. When you repeat what matters, you reduce fear of “getting it wrong.”
Tip 4 Listen and act when people speak up
One of the biggest complaints I hear in leadership coaching sessions is, “We talk about issues, but nothing changes.” That’s deadly for trust. The fix is simple, act. Even a small visible change signals that it’s safe to raise ideas.
In breaking the stress cycle, I wrote about how stress drops when feedback leads to action. It’s not the conversation itself that creates safety; it’s the follow-through. People don’t need you to fix everything instantly they just need to see progress.
Tip 5 Make your priorities visible
I’m a fan of public dashboards and whiteboards that show what’s in focus this week. It stops quiet confusion and prevents hidden workload clashes. When everyone can see what matters, everyone knows where to aim.
For a practical look at how structured communication shapes strong teams, have a read of how top organisations foster psychological safety. You’ll find examples from leaders who use visibility tools to keep safety and performance balanced.
Tip 6 Connect safety to performance
Some leaders still think psychological safety means being soft. It doesn’t. It means being clear enough that people can challenge each other without fear. That’s how performance grows.
The latest leadership and safety research shows that teams who feel safe innovate faster and handle pressure better. Clarity sets that stage people know how to take smart risks and recover when things go wrong.
Tip 7 Learn to reset when pressure rises
During high-pressure weeks, I do a quick reset with my team. We stop for ten minutes and answer three questions:
- What are we most proud of this week?
- What’s getting in the way of clarity?
- What one message do we want to carry into next week?
This small practice pulls people out of survival mode and reminds them of what’s solid. It’s a micro-moment of safety. If you work remotely, try it during your next video call, it brings everyone back to the same page. For more ideas, you can read creating psychologically safe remote workspaces.
Tip 8 Turn clarity into culture
Clarity is contagious. When you model it long enough, people start mirroring it. They clarify meetings, emails, and expectations without being asked. That’s when you know you’re leading a psychologically safe team, when they self-correct confusion before it grows.
In why psychological safety is the foundation of every high performing organisation, I explain how consistency and communication drive this shift. It’s simple: clear leaders build clear cultures.
Start building safety through clarity
Ask yourself, right now. What’s the single most important thing my team should achieve this week? Say it out loud, write it where everyone can see it, and protect it fiercely. Then watch how people relax and re-engage when they finally know where to aim.
If you’d like help refining that clarity and embedding it into your leadership habits, you can book a leadership focus session with me. For hands-on practice, bring your leaders to the next speak safe workshop. And if you just want to talk through your team’s challenges, reach out to me here.
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