Building Trust Within Teams for Better Presentations

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.

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.

Leaders: create an environment where your team doesn't second guess themselves. Failure is okay. Difficult conversations need to happen. Worthwhile work is hard. But here's the thing: your team will fail to execute according to your standards when you've built a system around fear (whether intentional or not). And even worse, the standards they can achieve. Here's how I try (and fail at times) to build a culture of trust on the marketing team: Encourage Transparency: Make it safe for your team to share challenges, ask for help, and voice concerns. Have monthly or quarterly meetings with every team member, make it a safe space to share their concerns. Show Your Vulnerability: Lead by example, show your own vulnerability. Admit your mistakes, and model how to learn and move forward. Get Agreements: Fear often arises from uncertainty. Be clear about goals, priorities, and what success looks like. Share Before Ready: Encourage your team (and yourself) to share work-in-progress ideas, drafts, and projects. Waiting for "perfect" never works. Give Feedback With Empathy: Feedback should be constructive, not destructive. Focus on the behavior, not the person. Fear can stifle even the most hardworking and intelligent. It also blunts creativity, slows your team, and severely limits trust. It's your job to remove the barrier.

People often ask me for quick ways to build trust on a team. I have a dozen solid go-to moves, but one stands out because it’s dead simple and nearly always works. You’ve probably heard of the “connection before content” idea—starting meetings with a personal check-in to warm up the room. But let’s be honest: questions like “What’s your favorite color?” or “What five things would you bring on a deserted island?” don’t build trust. They just waste time. If you want a real trust-builder, here’s the question I use: “𝗪𝗵𝗮𝘁’𝘀 𝘆𝗼𝘂𝗿 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄?” That’s it. One question. And here’s why it works: 𝟭. It creates vulnerability without forcing it. You can’t answer this question without being a little real. And when someone’s real with you, it’s hard not to trust them more. You see the human behind the role. 𝟮. It unlocks practical support. Once I hear your challenge, I can picture how to help. I feel drawn to back you up. That’s the foundation of real partnership at work. 𝟯. It increases mutual understanding. Sometimes we feel disconnected from teammates because we don’t know what they actually do all day. When someone shares a challenge, it opens a window into their work and the complexity they’re navigating. If you’re short on time, allergic to fluff, and want something that actually bonds your team—this is your move. Ten minutes, and you’ll feel the shift."

Most leaders think high-performing teams are built on talent. That’s only half true. Amy Edmondson’s research shows the best teams aren’t the smartest. They’re the safest. Psychological safety is what makes people speak up, share ideas, and learn faster together. Without it, even the most talented team stays quiet. Here are 5 ways to build psychological safety (and a stronger team): 1/ Invite Voices → Ask for ideas and questions. → Show that every voice matters. 2/ Respond with Respect → Thank people for speaking up. → Even if you don’t agree, you acknowledge the input. 3/ Normalize Mistakes → Shift from blame to learning. → Mistakes are lessons, not failures. 4/ Model Curiosity → Leaders go first: ask, explore, admit what you don’t know. → Curiosity makes team learning the norm. 5/ Celebrate Candor → Call out and appreciate honest feedback. → Courage grows when candor is rewarded. High performance isn’t about fear or pressure. It’s about safety, trust, and the freedom to learn together. Which one will you practice with your team this week? ------ ♻️ Repost to help more teams grow together. 👋 I’m Will - here to help you lead better, grow people, and build real trust at work. Follow for more.