Beyond Crisis: Why Psychological Safety Still Matters

Clients and prospects often ask me what leaders can do to support employees through times of uncertainty, change, or crisis.

My answer: Focus on psychological safety.

According to Harvard Business School’s Dr. Amy Edmondson, psychological safety is the belief that you won’t be humiliated or punished for speaking up, asking questions, or sharing concerns. In any season of disruption—whether global, organizational, or personal—that sense of safety is essential.

“Psychological safety is something we can access right away to help our employees get to the other side of struggle.”

A friend once shared a post that said, “We’re all in this together.” The truth is, we may all be facing the same storm—but we’re also in very different boats. As leaders, we can set the tone by being open, vulnerable, and honest about the uncertainty we’re navigating. At the same time, we must remember that everyone’s circumstances are unique.

How Leaders Can Create Psychological Safety

• Listen with humility. When an employee raises a concern, pause judgment and listen for intent. Empathy goes further than quick fixes.

• Communicate clearly. Reduce confusion by sharing information in multiple ways and through multiple channels.

• Normalize mistakes. Frame missteps as opportunities for learning rather than sources of shame.

• Keep perspective. Anchor the team in shared purpose and remind them of the bigger picture.

Psychological safety creates more than just a supportive environment. It builds confidence that, no matter the unknowns ahead, the team can face them together. It transforms difficult times into opportunities for deeper trust, shared meaning, and stronger collaboration.

If you’d like to explore how to foster psychological safety in your organization, I’d love to hear from you.