Creating A Culture Of Safety

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.

Real conversations at work feel rare. Lately, in my work with employees and leaders, I’ve noticed a troubling pattern: real conversations don’t happen. Instead, people get stuck in confrontation, cynicism, or silence. This pattern reminded me of a powerful chart I often use with executives to talk about this. It shows that real conversations—where tough topics are discussed productively—only happen when two things are present: high psychological safety and strong relationships. Too often, teams fall into one of these traps instead: (a) Cynicism (low safety, low relationships)—where skepticism and disengagement take over. (b) Omerta (low safety, high relationships)—where people stay silent to keep the peace. (c) Confrontation (high safety, low relationships)—where people speak up but without trust, so nothing moves forward. There are three practical steps to create real conversations that turn constructive discrepancies into progress: (1) Create a norm of curiosity. Ask, “What am I missing?” instead of assuming you’re right. Curiosity keeps disagreements productive instead of combative. (2) Balance candor with care. Being direct is valuable—but only when paired with genuine respect. People engage when they feel valued, not attacked. (3) Make it safe to challenge ideas. Model the behavior yourself: invite pushback, thank people for disagreeing, and reward those who surface hard truths. When safety is high, people contribute without fear. Where do you see teams getting stuck? What has helped you foster real conversations? #Leadership #PsychologicalSafety #Communication #Trust #Teamwork #Learning #Disagreement

When I measure psychological safety in organizations, I almost always see the same pattern: employees with 3–5 years of tenure have the lowest psychological safety of all groups. And according to a large-scale study of over 10,000 employees (Bransby, Kerrissey & Edmondson, 2024), this is a shared struggle across organizations: New hires join with high psychological safety - eager, curious, and ready to contribute. But within the first few years, that safety drops sharply. WHY IT HAPPENS ▪️ Reality shocks They join full of confidence - “I was hired for a reason.” Then they discover how the system really works. One dismissive remark, one ignored idea, one leader who “doesn’t have time" and psychological safety drops fast. ▪️ Good-bad asymmetry It takes many positive experiences to build safety, but one negative one to destroy it. If your first act of courage (like raising a concern) ends badly, you won’t try again soon. That’s why one small incident can derail months of onboarding trust. ▪️ Systemic silence By years 3–5, people already know where the invisible walls are. They’ve seen that speaking up sometimes costs more than staying quiet. So they stop testing the system and that’s when creativity, learning, and energy fade. WHAT LEADERS CAN DO When I work with leadership teams in my Safe Challenger Program, we rebuild this foundation intentionally: 1️⃣ We co-create a Team Pact - clear norms on how we disagree, admit mistakes, and give feedback. 2️⃣ We revisit it every time someone new joins, because team culture resets with every change. 3️⃣ I train leaders to respond productively to the first act of courage, because that moment decides whether people will keep speaking up or start shutting down. If you open your engagement survey, look closely at the 3–5 year group. That’s where you’re losing your smartest voices and often, your next generation of leaders. Building psychological safety is the smartest retention strategy you’ll ever implement. P.S.: Have you ever observed ot experienced that shift yourself?

If you’ve been following the recent CrowdStrike IT outage, if you’re like me I bet you’re wondering what’s next for us in cybersecurity? I've been reflecting on this, and for me, it represents a clear signal – we need to raise our competence in cyber! But where do we start? I believe it all begins with tackling risk. Here’s why: → Risk is the foundation of our security posture. → Understanding it allows us to know what to do and prioritise our activities. This is vital, especially during a cyber crisis, when time is of the essence and the longer we wait, the higher the impact. @SarahArmstrongSmith wrote about this yesterday. See her post about waking up and smelling the flowers. → Better cyber risk prioritisation means smarter spending. To elevate our cybersecurity competence, we need to follow a structured approach: Risk Assessment ↳ Conduct thorough risk assessments to identify potential vulnerabilities and threats. This helps us understand the landscape. Risk Mitigation ↳ Develop strategies to address and mitigate identified risks. This can include updating old systems, patching vulnerabilities, and training staff. Allocate Resources Wisely ↳ Once risks are identified and mitigated, we can make informed decisions about where to invest our resources. This ensures we’re spending money on what truly matters. Continuous Monitoring ↳ The cyber landscape is always evolving. Regularly monitor and reassess risks to stay ahead of potential threats. This keeps our security posture robust. Educate and Train ↳ Our team is our first line of defence. Invest in continuous education and training to keep everyone up to date with the latest threats and best practices. Why is this approach crucial? → It leads to improved decision making. → It enhances our overall security posture. → It builds a culture of awareness and preparedness. Remember, in cybersecurity, proactive measures are always better than reactive ones. By focusing on risk first, especially when we’re using the FAIR Institute’s approach, we lay a strong foundation for all our cybersecurity efforts. What are your thoughts? How do you prioritise cybersecurity in your organisation? Tell me in the comments and let’s discuss!

#Safetytechtip for solo safety pros overwhelmed with risk register admin. As a solo safety professional, developing a comprehensive risk register can feel like a massive undertaking. But what if you could use a simple, tech-driven workflow to get it done faster and with better results? All while maintaining critical thinking & collaboration with teams. Here's a pro tip to streamline the process & tap into the collective knowledge of your organisation. Full disclosure: This entire post, from my core ideas to the final text, was generated using my voice—a workflow created entirely through my dictation & insights, then crafted into this narrative using LLMs. No keyboard used aside from pressing Ctrl + Windows key to activate my dictation tool*. Step 1: Brainstorm and Categorise with AI Start by physically walking through your planned risk scenarios, dictating your job steps, potential hazards, processes and areas of risk. Transcribe (there's loads of ways to do this) then use an AI tool like Claude, Gemini, ChatGPT etc to summarise these notes into risk assessment categories based on a company risk template which you can upload as context. This gives you a structured foundation for your register. Step 2: Host a Multidisciplinary Risk Conversation Schedule a session with key stakeholders to host a risk discussion - try to make it more conversational than line by line; nobody likes sitting through excel risk reviews. Use the risk categories you developed as a talking guide. Use an omnidirectional microphone to capture the conversation (with consent) & ask each person to state their name & role which with speaker identification during transcription. Step 3: Transcribe & Populate Your Register Upload the audio file to a transcription service (even Microsoft Word can do this) to get a written record of the discussion. Then use Claude to populate your risk register. Step 4: Develop Your Management Plan Once your register is populated, start a new chat with the same or alternate LLM** Upload a reference example of a risk management plan and prompt it to create a new one based on your newly populated risk register. This ensures your action plan aligns with your identified risks. Step 5: Turn Plans into Action Finally, turn your management plan into a clear, actionable list. Export these tasks directly into an electronic task manager like Microsoft Tasks or Asana; I used Google Tasks for my latest action register. This ensures accountability and helps you track progress toward mitigation. By leveraging AI and collaborative tools, you can evolve risk management into an efficient and effective process. *Hit me up if you'd like to learn more about how I overlay dictation into everything from excel cells to email replies. ** I like to use different LLMs for different tasks - they all perform differently depending on what you want to do; if you need coaching or guidance on this let me know. #Safetytech #Safetyinnovation

Letter R: Risk (Assessment, Management, and Mitigation): A Continuous Guardian Our ‘A to Z of Cybersecurity’ tackles Risk Management - the ongoing process of identifying, evaluating, and mitigating potential threats to your organization. It's like having a security guard who never sleeps! Effective risk management isn't a one-time event; it's a continuous cycle: Identifying the Threats: · Threat Landscape Analysis: Understanding the evolving threats in your industry and the broader cybersecurity landscape. · Vulnerability Assessments: Regularly scanning your systems and processes to identify potential weaknesses. · Asset Inventory: Knowing what data and systems you have is crucial for assessing risk. Taking Action: · Risk Mitigation Strategies: Implement controls to reduce the likelihood or impact of a risk. This could involve technical solutions, policy changes, or user awareness training. · Risk Transfer: In some cases, transferring risk through insurance might be appropriate. · Risk Acceptance: For certain low-impact risks, accepting the risk might be the most cost-effective solution. The Continuous Loop: · Regular Reviews: The risk landscape is constantly evolving, so ongoing assessments and adjustments are crucial. · Lessons Learned: Analyze past incidents to improve your risk management practices. · Communication & Awareness: Keep stakeholders informed about identified risks and implemented mitigation strategies. Effective risk management is the cornerstone of a secure organization. By proactively identifying and mitigating threats, you can build a resilient digital fortress. #Cybersecurity #RiskManagement

There are multiple factors in creating a psychologically safe environment. Here are some of the most important: 1. RAISE AWARENESS Raising Awareness is NOT just giving a one-time presentation or sending out an email. The best way to create a shared understanding of psychological safety is through a blended approach, incorporating workshops, seminars, and microlearning videos that highlight specific behaviors and language that either build or undermine safety, providing clear examples of both. 2. TRAINING PROGRAMMES Training Programs are NOT a checkbox exercise or a one-size-fits-all workshop. They need to be focused on specific development areas, communication skills, emotional intelligence, and leadership behaviors. They should include role-playing scenarios where people practice responding to difficult situations in ways that encourage openness and trust. Topics like active listening, giving and receiving feedback, and conflict resolution should be central. 3. PROVIDE A FRAMEWORK FOR ACCOUNTABILITY This is NOT about creating a rigid system that feels like a "policing" mechanism. It's about setting clear expectations for behaviors, at individual, team and leadership level. It should involve establishing an agreement that outlines what psychological safety looks like in practice. This can then be embedded into leadership development programs, performance reviews, and team assessments. 4. LEAD BY EXAMPLE Leading by example is NOT just about doing the right thing in public. It's about leaders modelling the desired behaviors consistently. This includes being transparent, showing vulnerability by acknowledging their own mistakes, and encouraging others to do the same. 5. ONGOING FEEDBACK AND COACHING This is NOT about giving feedback only when things go wrong. Regular feedback loops, coaching, and check-ins are essential to ensure that people and leaders are making the right choices. This can be done through formal performance reviews or informal, day-to-day coaching. Peer feedback can be very powerful here! 6. CREATE SAFE FEEDBACK MECHANISMS This is NOT simply a suggestion box that no-one pays any heed to. It's about setting up systems for anonymous feedback to allow employees to voice concerns about behaviors that may be undermining psychological safety. Leaders must be able to accept this feedback and take action to address any negative patterns that arise. ⁉ Here's today's question: ❓ What’s one behavior or action you believe has the biggest impact on creating psychological safety in the workplace? #psychologicalsafety #leadership #learninganddevelopment #leadershipskills #organizationalculture Image Credit: Centre for Creative Leadership

🚨 Health and safety shouldn’t be stuck in a bottleneck at the H&S team level. So, how do we get everyone from the board room to the shop floor to not only engage in safer work practices but also take responsibility and ownership for cultivating a progressive safety culture? Traditional H&S systems keep decision-making and ultimate responsibility in the hands of a select few, which slows down how fast incidents can be dealt with. This also means any necessary actions are not as effective at minimising harm and preventing recurrences actions. That’s a big problem. How can AI help? 💡 AI doesn’t just give employees tools—it empowers them. It decentralises safety by equipping team leaders and front-line staff with the knowledge, insights, and confidence to make fast, informed decisions. 🚀 The result? A workplace where safety isn’t just “someone else’s job,” but a shared responsibility across all levels. When employees take ownership, and start engaging in the process, the culture shifts. Decisions are quicker. Incidents are prevented before they even happen. 🔒 AI isn’t just a tool for managing safety. It’s the key to a whole new way of working—safer, faster, smarter. H&S is everyone's responsibility —let’s help make safety proactive and personal. 🔥 #AI #HealthAndSafety #ProactiveSafety

#ThrivingToGetWorkDone Post 6 of 9: Fostering Collaboration and Teamwork: Breaking Down Silos Fostering collaboration and teamwork is essential in a complex environment like a hospital, where departments must work together seamlessly to provide the best patient care. Here are two short use cases on how to activate this skill in routine work within the hospital industry: Use Case 1: Collaborating Across Departments for a Multidisciplinary Care Plan You’re involved in creating a multidisciplinary care plan for patients with chronic illnesses. This requires input from various departments, including Cardiology, Nutrition, and Physical Therapy. To foster collaboration, you suggest, “Let’s schedule regular multidisciplinary team meetings where each department can share their insights and updates on patient progress. We’ll use these sessions to ensure that our care plans are fully integrated and that we’re all working towards the same patient outcomes.” By bringing everyone together, you break down silos and ensure that each department’s expertise is utilized, leading to better patient care. Use Case 2: Enhancing Collaboration in a Quality Improvement Project In another scenario, you’re working on a quality improvement project aimed at reducing hospital readmission rates. You notice that different departments, such as Discharge Planning, Pharmacy, and Home Health, are working in isolation. You propose a more collaborative approach: “Let’s form a cross-departmental task force to tackle this issue. We’ll meet bi-weekly to share data, discuss challenges, and develop integrated strategies to reduce readmissions. By working together, we can identify gaps in our processes and ensure a smoother transition for patients after discharge.” This approach not only fosters teamwork but also leads to more comprehensive solutions. #My2Cents: Collaboration is the cornerstone of success in any complex organization. By fostering teamwork and breaking down silos, we can leverage the full spectrum of our collective expertise, leading to better outcomes for our patients and our hospital. These posts aim to invoke a better overall environment by sharing practical ways to enhance workplace collaboration and productivity. What strategies have you used to foster collaboration in your workplace? Share your experiences in the comments! #Leadership #Teamwork #WorkplaceCulture #Collaboration #HealthcareLeadership #ThrivingAtWork #HospitalAdministration #PatientCare