Creating a Safe Space for Performance Discussions

“We have a feedback culture.”   That’s what the slide says in your onboarding deck.  But here’s what the team actually feels: → “If I speak up, I’ll be labeled ‘difficult.’” → “If I share the real issue, I’ll lose trust.” → “If I name what’s broken, I’ll be the problem.” That’s not feedback. That’s fear. And fear doesn’t build trust. It builds silence. Here’s how to start changing that 👇 1️⃣ Ask questions they’re scared to answer. Try: “What’s one thing we’re not talking about that we should be?” 2️⃣ Respond to feedback like it’s a gift especially when it stings. If you defend, they won’t bring it again. 3️⃣ Give feedback in real time, not once a year. Waiting for performance reviews = waiting too long. 4️⃣ Model emotional regulation. Your tone and energy determine if the room opens up or shuts down. 5️⃣ Normalize disagreement. If your team always agrees with you, they probably don’t feel safe enough to be honest. 6️⃣ Show them how to speak up then protect them when they do. Psychological safety isn’t just permission. It’s protection. 7️⃣ Do your own work. Your self-awareness sets the ceiling for theirs. No inner work = no outer trust. You don’t earn trust through words. You earn it through nervous systems. Because if people can’t breathe around you, they won’t be honest with you. Want to lead a team where truth feels safe? Start with how you listen. - ♻️ Repost to help leaders prioritize psychological safety 🔔 Follow me Julia Laszlo for radically honest leadership talk

Psychological safety isn’t a “nice to have.” It’s the foundation of every high-performing team. But let’s be honest: Most teams don’t feel safe. Here’s what that looks like: — People stay silent in meetings — Mistakes are hidden, not discussed — New ideas are shared in DMs, not out loud — Feedback is rare — or sugar-coated That’s not a sign of weak people. It’s a sign of weak leadership. Here’s how to build real psychological safety: 1. Listen to understand, not respond — Focus fully on what’s said without interrupting — Pause thoughtfully before replying 2. Welcome different opinions — Ask: “How do you see this differently?” — Encourage curiosity, not dismissal 3. Normalize healthy disagreement — Say: “Disagreement helps us grow — let’s explore it” — Stay calm and curious, not defensive 4. Respond to mistakes with learning, not blame — Ask: “What’s the lesson here for all of us?” — Celebrate courage to try, even when it leads to mistakes 5. Be vulnerable first — Share your doubts openly — Say: “Here’s where I’m stuck — any ideas?” 6. Create emotional safety — Make it clear: “All feelings are valid here” — Notice and address emotional undercurrents early 7. Encourage open feedback — both ways — Ask: “What can I do differently to help you succeed?” — Show gratitude for honest feedback 8. Build and maintain trust — Be consistent, honest, and transparent — Say: “Here’s what I’m working on — let’s keep each other informed” 9. Praise publicly, correct privately — Recognize achievements openly — Use the “feedback sandwich” for tough conversations 10. Support autonomy and growth — Say: “Feel free to experiment and learn — I’m here to support you” — Trust your team to build confidence and growth You don’t need to be perfect. You just need to be intentional. Because when people feel safe, they stop holding back — and start showing up. 🔁 Find this helpful? Repost for your network. 📌 Follow Natan Mohart for practical leadership insights.

Performance reviews shouldn’t feel like a surprise attack. They should build trust. Clarify expectations. Support growth. But too often? They leave people confused or deflated. It doesn’t have to be that way. Here’s what happens when emotionally intelligent leaders get it right 👇 It’s a two-way conversation, not a monologue ↳ One-sided reviews undermine trust and overlook valuable insights. ❌ Avoid saying: “Here’s how you did this year...” ✔️ Consider saying: “Before I share my feedback, I’d love to hear your thoughts on how this year went—the wins and the challenges.” It starts with strengths, highlighting achievements ↳ Emphasizing strengths fosters safety and enhances openness to feedback. ❌ Avoid saying: “First, let’s address the areas needing improvement. ” ✔️ Consider saying: “Let’s begin with what’s working. You’ve had a strong impact in [XYZ area].” It names emotions without making it personal ↳ Emotions are important, but feedback concentrates on behaviors, not character. ❌ Avoid saying: “You were quite challenging to collaborate with on this project.” ✔️Consider saying: “There were a few moments that caused frustration for the team—can we discuss how we might approach that differently together?” It balances necessary candor with care ↳ Candor fosters personal growth, while care encourages openness to embrace that growth. ❌ Avoid saying: “This is probably not a strength of yours.” ✔️ Consider saying: “This area fell short of expectations, and I know you can achieve more. Let’s discuss what would assist us moving forward.” It includes future-forward coaching ↳ Reviews should focus on growth rather than merely reviewing the past. ❌ Avoid saying: “There’s not much more to say. I think you know where I stand on your performance. Let’s see how the next quarter goes.” ✔️Consider saying: “Let’s discuss what’s next—what goals you’re excited about and how I can support your development.” It reflects active listening for deeper understanding ↳ People share more when they feel understood ❌ Avoid saying: “I already know how you’re going to respond—we don’t need to rehash that.” ✔️Consider saying: “Can you share more about your experience with the [XYZ] project? I want to ensure I’m not overlooking anything.” It ends with alignment and encouragement ↳ The conclusion of a review should create clarity and momentum, not confusion or hesitation. ❌ Avoid saying: “I suppose you should just keep working on it.” ✔️Consider saying: “I feel like we are on the same page, and I’m committed to supporting you at every turn." ✨ That’s the kind of review that builds trust, ownership, and momentum. What’s a phrase you’ve heard—or used—that made a performance review feel like a real conversation? Drop it in the comments 👇 *** ♻️ Re-post or share so others can lead more effectively 🔔 Turn on notifications for my latest posts 🤓 Follow me at Scott J. Allen, Ph.D. for daily content on leadership 📌 Design by Bela Jevtovic

Silence is not golden. When people don’t feel safe to speak up, it leads to disengagement, unproductive conversations, and stalled learning across the organization. Here are 9 proven strategies to create psychological safety in your meetings: ✅ Set a clear agenda ↳ Clarity from the start keeps conversations focused and productive. ⚡ Pro Tip: Include key decisions, assign ownership, and use timeboxes to stay on track. ✅ Share materials in advance ↳ Pre-reads respect neurodiversity and allow thoughtful preparation. ⚡ Pro Tip: Missed the deadline? Reschedule to ensure quality input. ✅ Encourage active listening ↳ Listening signals that every voice is valued and helps build trust. ⚡ Pro Tip: Summarize contributions to show understanding and respect. ✅ Solicit junior voices first ↳ This helps reduce hierarchy bias and brings forward new perspectives. ⚡ Pro Tip: Align with leaders beforehand to prompt their feedback later in the meeting. ✅ Add a roundtable discussion ↳ Give everyone structured time to contribute—no one gets left out. ⚡ Pro Tip: Begin roundtables with clear intentions and invite all to contribute. ✅ Be an ally ↳ Research shows men interrupt women 33% more often—let’s change that. ⚡ Pro Tip: Monitor interruptions and say: “Let’s allow [Name] to finish.” ✅ Hold comments until everyone has spoken ↳ Facilitators should withhold their opinions initially to encourage unbiased discussions. ⚡ Pro Tip: Use open-ended questions like, “What perspectives haven’t we discussed?” ✅ Normalize questions and feedback ↳ Celebrate curiosity and encourage constructive challenge. ⚡ Pro Tip: Thank team members for asking insightful questions. ✅ End with clear action items ↳ Summarize decisions, assign owners, and set deadlines for accountability. ⚡ Pro Tip: Follow up with an email or tracker to ensure accountability. Looking to build stronger, more engaged teams? These small changes can lead to big results. In fact, psychological safety is the #1 predictor of high-performing teams. (Google’s Project Aristotle) Have you ever been in a meeting where psychological safety was missing? What happened? Drop your thoughts below. 👇 ♻ Reshare to help other leaders build high-performing workplaces. ➕ Follow Morgan Davis, PMP, PROSCI, MBA for insights on achieving operational excellence. 📌 Reference: 🔗 Google’s Project Aristotle: https://lnkd.in/grvspMpK

Ever been on a team that's too quiet? Not focused-quiet. But hesistant-to-speak-up quiet. I once worked with a leader whose motto was: "Silence is 100% agreement." We would chuckle politely. Our silence wasn't agreement. It was fear. Here's what I've learned after nearly two decades coaching people leaders. People don't need to find their voice. They need to feel safe using it. Here are 6 ways to create that safety, without forcing anyone to speak before they're ready: 1. Listen to learn ↳ Pause before responding: "Help me understand your thinking on…" ↳ Reflect back: "Here's what I heard, did I get that right?" ↳ Let people know when their input reshapes your thinking 2. Build confidence before the spotlight ↳ Pair teammates as "thinking partners" to test ideas before meetings ↳ Use 1:1s to help less vocal members frame input as exploratory questions ↳ Normalize iterations. "What if we considered…" often sparks breakthroughs. 3. Model transparent communication ↳ Share your thinking: "Here's my view and why I see it this way…" ↳ Be open about uncertainty. It gives others permission to speak ↳ It's okay to change your mind in public when presented with strong alternatives 4. Facilitate solution-building sessions ↳ Ask: "What would success look like for everyone involved?" ↳ Use "Yes, and…" to build momentum, not shut it down ↳ Try brainstorm rules: build on others' ideas before introducing new ones 5. Disagree without making it personal ↳ Start with: "We're debating the approach, not anyone's expertise" ↳ Use neutral framing: "There are different perspectives here" ↳ Keep feedback focused on outcomes and impact, not personality 6. Make space for the quiet thinkers ↳ End with: "Let's reflect for 24 hours before deciding" ↳ Send pre-reads with clear reflection prompts ↳ Start key conversations with a few minutes of silent thinking When you shift from demanding participation to designing for it, you're not just changing meetings. You're redefining how power flows through your organization. How do you create space for insight that isn't loud? ♻️ Feel free to share if you're working toward conversations where every voice has room. ➕ If you lead people, this space is for you. Follow me, Michelle Awuku-Tatum for insights on: ↳ Human-centered leadership, resilient teams, and intentional culture.

Most teams aren’t unsafe— they’re afraid of what honesty might cost.👇 A confident team isn’t always a safe team. Real safety feels like trust without fear Psychological safety isn’t about being nice. It’s about building an environment where truth can exist — without penalty. Where people speak up because they believe they’ll be heard, Not just to be loud. Here’s how to create a space where honesty doesn’t feel risky: 10 Ways to Foster Psychological Safety in Your Team 1️⃣ Acknowledge mistakes openly ↳ Normalize imperfection so everyone feels safe owning up. 2️⃣ Ask for feedback on your own performance ↳ Leaders go first. 3️⃣ Celebrate questions, not just answers ↳ Curiosity signals trust. 4️⃣ Pause for the quiet voices ↳ “We haven’t heard from X yet. What do you think?” 5️⃣ Replace blame with ‘Let’s find the cause’ ↳ Shift from finger-pointing to problem-solving. 6️⃣ Speak last in discussions ↳ Let others lead; you’ll hear their raw perspectives. 7️⃣ Reinforce confidentiality ↳ Discuss ideas without fear they’ll be shared publicly. 8️⃣ Encourage respectful dissent ↳ Conflicting views spark creativity. 9️⃣ Admit you don’t know ↳ Authenticity paves the way for others to do the same. 🔟 Offer thanks for honest feedback ↳ Show appreciation for candor, even if it stings. 1️⃣1️⃣ Set clear expectations for respectful communication ↳ Clarity creates comfort and consistency. 1️⃣2️⃣ Create space for personal check-ins, not just work updates ↳ Human connection builds trust faster than status updates. 1️⃣3️⃣ Invite rotating team members to lead meetings ↳ Empowering others signals trust and grows confidence. 1️⃣4️⃣ Support team members who take thoughtful risks ↳ Reward courage even when outcomes aren’t perfect. 1️⃣5️⃣ Recognize effort and growth, not just outcomes ↳ Celebrate the process, not just the win. Psychological safety doesn’t grow from good intentions, It grows from repeated proof that honesty matters more than perfection. ❓ Which one will you try first? Let me know in the comments. ♻️ Repost to help your network create safer, more trusting workplaces. 👋 I write posts like this every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don't miss the next one.

I’ve found myself navigating meetings when a colleague or team member is emotionally overwhelmed. One person came to me like a fireball, angry and frustrated. A peer had triggered them deeply. After recognizing that I needed to shift modes, I took a breath and said, “Okay, tell me what's happening.” I realized they didn’t want a solution. I thought to myself: They must still be figuring out how to respond and needed time to process. They are trusting me to help. I need to listen. In these moments, people often don’t need solutions; they need presence. There are times when people are too flooded with feelings to answer their own questions. This can feel counterintuitive in the workplace, where our instincts are tuned to solve, fix, and move forward. But leadership isn’t just about execution; it’s also about emotional regulation and providing psychological safety. When someone approaches you visibly upset, your job isn’t to immediately analyze or correct. Instead, your role is to listen, ground the space, and ensure they feel heard. This doesn't mean abandoning accountability or ownership; quite the opposite. When people feel safe, they’re more likely to engage openly in dialogue. The challenging part is balancing reassurance without minimizing the issue, lowering standards, or compromising team expectations. There’s also a potential trap: eventually, you'll need to shift from emotional containment to clear, kind feedback. But that transition should come only after the person feels genuinely heard, not before. Timing matters. Trust matters. If someone is spinning emotionally, be the steady presence. Be the one who notices. Allow them to guide the pace. Then, after the storm passes, and only then, you can invite reflection and growth. This is how you build a high-trust, high-performance culture: one conversation, one moment of grounded leadership at a time.

Every leader has experienced it—the moment when your words no longer resonate, when your team feels empty, disengaged, or worse, has lost its passion. It’s that tough moment when you realize your team is depleted and you’re unsure how to reignite that spark. Over the last few years, we’ve all asked a lot from our teams. But with little time or resources to replenish their energy, it’s easy for leaders to feel like they’re losing the battle to keep the momentum going. So, how does a leader recapture their team’s attention? How do they reignite their passion and re-establish the connection that fuels SUCCESS? The answer starts with humility and courage. It’s about creating space—space to re-define what a high-performing team looks like, and space for the leader to really hear what the team needs right now. But here's the thing: too many leaders try to "power through" the disconnect. They offer new incentives or lower standards, hoping to motivate or win back their team. The reality? That approach rarely works. I’ve worked with many leaders who knew something was off, but struggled to pinpoint why. I’ve been that leader in the room, feeling the distance. I’ve learned a lot from those tough moments. Here’s some of what I discovered: ➡️ Own the Moment. Acknowledge the disconnect. Own it. Don’t shy away from talking about it with your team in a way that fosters vulnerability and inclusion. Allow everyone to name the dysfunction. ➡️ Create Space for REAL Talk. Ask, "Where am I? Where are we? How did we get here?"—without judgment. Speak from a place of personal ownership, not blame. Safe environments are also honest environments, leaders should allow mutual trust and respect to lead their discussions. ➡️ Co-Author the Standards. Together, define the behaviors and values that will allow the team to thrive in the next chapter. What is the price of admission for this next stage? Peer accountability to these newly defined team expectations is viewed as a sign of respect and contribution to the teams overall success. ➡️ Go Have Fun. Recharge, don’t just recommit. Give your team the space to reflect on their purpose and rediscover their commitments to each other. Relationships are foundational. A retreat or shared experience can work wonders in recharging the energy. Leaders, reconnecting with your team isn’t about forcing change—it’s about creating alignment. It’s about creating a starting point, redefining a shared purpose, and setting the standards to allow everyone to thrive again. As a former CEO, I also understand the value of having an external partner help navigate these moments. Please don't hesitate reaching out if we can help you on your mission of re-igniting your teams passion. #Leadership #TeamCulture #HighPerformance #Coaching #LeadershipDevelopment #Teamwork #Vulnerability #AuthenticLeadership TRUEPATH CONSULTING Chris Weiss Toby Quinton

85% agree: psychological safety isn’t optional. In most rooms, silence still feels safer. Only 26% of leaders actually create it... a space where people feel heard, valued,  and unafraid to be honest. Not out of neglect, but because most  were never taught how. Harvard’s Amy Edmondson defines it as “𝘢𝘣𝘴𝘦𝘯𝘤𝘦 𝘰𝘧 𝘪𝘯𝘵𝘦𝘳𝘱𝘦𝘳𝘴𝘰𝘯𝘢𝘭 𝘧𝘦𝘢𝘳.” The American Psychological Association says it’s the “𝘧𝘳𝘦𝘦𝘥𝘰𝘮 𝘵𝘰 𝘦𝘹𝘱𝘳𝘦𝘴𝘴 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 𝘣𝘢𝘤𝘬𝘭𝘢𝘴𝘩.” Different words. Same truth: It’s how people bring their best to work. It’s when your team shares ideas, admits mistakes, and takes smart risks, without second-guessing. 🔟 𝗦𝗶𝗴𝗻𝘀 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗳𝗲𝗲𝗹𝘀 𝗽𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹𝗹𝘆 𝘀𝗮𝗳𝗲: 1️⃣𝗖𝗼𝗻𝗰𝗲𝗿𝗻𝘀 𝗮𝗿𝗲 𝗿𝗮𝗶𝘀𝗲𝗱 𝗲𝗮𝗿𝗹𝘆, 𝗻𝗼𝘁 𝗮𝗳𝘁𝗲𝗿 𝘁𝗵𝗲 𝗱𝗮𝗺𝗮𝗴𝗲. → Issues surface faster, preventing costly missteps. 2️⃣𝗜𝗱𝗲𝗮𝘀 𝗮𝗿𝗲 𝘀𝗵𝗮𝗿𝗲𝗱 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗳𝘂𝗹𝗹𝘆 𝗯𝗮𝗸𝗲𝗱. → Safety encourages iteration, not perfectionism. 3️⃣𝗠𝗶𝘀𝘁𝗮𝗸𝗲𝘀 𝗮𝗿𝗲 𝗮𝗱𝗺𝗶𝘁𝘁𝗲𝗱 𝗮𝗻𝗱 𝗹𝗲𝗮𝗿𝗻𝗲𝗱 𝗳𝗿𝗼𝗺. → Learning behaviors replace fear of punishment. 4️⃣“𝗜 𝗻𝗲𝗲𝗱 𝗵𝗲𝗹𝗽” 𝗶𝘀 𝘀𝗮𝗳𝗲 𝘁𝗼 𝘀𝗮𝘆, 𝗻𝗼𝘁 𝗮 𝗿𝗲𝗱 𝗳𝗹𝗮𝗴. → Support becomes a norm, not a last resort. 5️⃣𝗗𝗶𝘀𝗮𝗴𝗿𝗲𝗲𝗺𝗲𝗻𝘁𝘀 𝗹𝗲𝗮𝗱 𝘁𝗼 𝗯𝗲𝘁𝘁𝗲𝗿 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴. → Conflicts are respectful, focused on progress. 6️⃣𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗺𝗼𝘃𝗲𝘀 𝗶𝗻 𝗮𝗹𝗹 𝗱𝗶𝗿𝗲𝗰𝘁𝗶𝗼𝗻𝘀. → Leaders receive just as much as they give. 7️⃣𝗦𝗶𝗹𝗲𝗻𝗰𝗲 𝗶𝘀𝗻’𝘁 𝗺𝗶𝘀𝘁𝗮𝗸𝗲𝗻 𝗳𝗼𝗿 𝗮𝗴𝗿𝗲𝗲𝗺𝗲𝗻𝘁. → Teams clarify, ask, and check for alignment. 8️⃣𝗣𝗲𝗼𝗽𝗹𝗲 𝗳𝗲𝗲𝗹 𝘀𝗲𝗲𝗻, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗮𝘀𝘀𝗲𝘀𝘀𝗲𝗱. → Psychological safety starts with inclusion. 9️⃣𝗖𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆 𝗯𝗲𝗮𝘁𝘀 𝗸𝗻𝗼𝘄𝗶𝗻𝗴 𝗶𝘁 𝗮𝗹𝗹. → Questions fuel growth, not just answers. 🔟𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗶𝘀 𝗽𝘂𝗯𝗹𝗶𝗰, 𝗻𝗼𝘁 𝗽𝗿𝗶𝘃𝗮𝘁𝗲. → Reflection is a team sport, not a solo act. If those signs aren’t showing up It’s not your team.  It’s the environment. Here’s how to shift it:  → Own your mistakes out loud  → Ask more curious, open questions  → Reward effort and learning, not just wins Performance doesn’t come from pressure.  It grows where trust is built. If your goal is a team that feels safe  and performs strong you can’t wing it. You need structure that sustains the culture you want. 🧭 Join 𝗧𝗵𝗲 𝗚𝗼𝗮𝗹 𝗦𝘆𝘀𝘁𝗲𝗺. Make your goals real: https://lnkd.in/gvfcqi_i (Source: McKinsey) ———————— ♻️ Repost to show what safe teams actually do 🔔 Follow Justin Hills for practical, people-first leadership