Fostering Psychological Safety in Your Team

I was speaking to a colleague yesterday who was on their third day of analyzing how best to escalate an issue and raise concerns. Towards the end of our discussions, I found myself lovingly, shouting “send the darn email and just give it to them straight, they dont have time for nuance” It got me thinking how often we layer so much context, and “softening” onto what we say that the actual message gets lost. Clarity beats nuance. Nuance has its place….but if it dilutes your point, it isn’t helping …. it’s hurting. Some people call it corporate jargon. But I think it goes deeper. We spend so much time filtering feedback, criticism, comments and even compliments into something we believe will be palatable for the audience. And in doing so, two things are lost: authentic connection and efficiency. What we think is most palatable is not always what’s most fair to the receiving audience. When discussions are layered in nuance it forces people to dig through unclear muck. The lack of clarity leaves teams with limited accountability, poor direction, and inefficiency trying to interpret or read between the lines. That’s not a license to be reckless, unfiltered, or insubordinate. But it is a call to bring attention to the value of confident direct feedback without the corporate ‘yuck.’ Leadership isn’t about saying the most. It’s about saying what matters, in a way that sticks.

Leaders often say: “My team knows they can tell me anything.” But here’s the truth: Feedback phobia isn’t about what you say. It’s about the signal you transmit. Your team hears “we’re open,” but your presence says “be careful.” So they hold back. You hold back. Accountability slips. And the culture slowly drifts from safety into silence. This is the distortion: Not candour — hesitation disguised as kindness. Not clarity — indirectness that multiplies confusion. Not growth — fear disguised as culture. The danger? When feedback feels like a threat, trust collapses. And once trust is gone, execution follows. The resolution isn’t “be nicer” or “be tougher.” It’s embedding rituals that make candour safe, consistent, and non-negotiable. That’s why in the Human–AI Leadership OS we install Feedback Rituals and Candour Checkpoints inside the DASHBOARD®. Because feedback isn’t a side conversation — it’s the nervous system of execution. If you’ve ever wondered why progress stalls even when people say the right things — this is why. What about you? When your team hesitates, are they protecting you… or protecting themselves? If this landed, subscribe to my newsletter The WAI SHOWER® for more distortions, tools, and rituals to reset your leadership signal: 👉 https://lnkd.in/ex2zDEn3

Giving feedback to your supervisor can feel like walking a tightrope, but it doesn’t have to. So, how do you actually say it? 💬 1. Start with intention. “I really value working with you, and I wanted to bring something up because I care about how we collaborate.” This sets the tone. Not an attack, an investment. 💬 2. Use observations, not accusations. Instead of: “You were rude in the meeting.” Try: “In the meeting, it felt like my input was cut off quickly. I wasn’t sure if it was timing or something else, but I left feeling confused.” You’re not naming character. You’re naming impact. 💬 3. Ask for clarity, not just change. “Was there something going on that I missed? I want to make sure I understand how to navigate that in the future.” You’re seeking understanding, not confrontation. 💬 4. Express commitment. “I brought this up because I really value our communication, and I want us to work well together long-term.” Because feedback = care. Silence = disengagement. If your supervisor welcomes this? You’re in the right place. If they shut it down, get defensive, or retaliate? Definitely a red flag. But remember, they may have next to no experience navigating professional feedback. 💬 5. Don’t assume. Not every leader will react poorly. Some of us are hoping you’ll speak up, so we can grow, too. Giving feedback up takes courage. Receiving it well takes maturity. Strong teams require both. #UpwardFeedback #RBTWisdom #LeadershipInABA #SpeakUpWithRespect #HealthyCulture #TeamCommunication #FeedbackAsCare #LevelUpLeadership

Most managers avoid giving feedback on “small” things. I used to think that way too. A few months ago, I overheard one of my team members in a conversation that left me conflicted. Nothing inappropriate, just unnecessarily long and confusing. I spent days wrestling with whether to bring it up. Would I seem overly critical? Was this really worth addressing? Then it hit me: this is exactly how people miss growth opportunities in safe, low-stakes situations and struggle when stakes get higher. So I asked for a quick 15-minute debrief. It turned into an hour-long discussion about communication patterns—why some conversations flow clearly while others get muddy, what drives us to overcomplicate our language. As a female leader, I’m aware that giving detailed feedback can sometimes be perceived as being overly critical. Part of me wanted to let it slide. But staying silent to avoid judgment would be failing them as their manager. The outcome? Their communication improved dramatically. Not just with me, but across the board. Other colleagues noticed too. It reminded me that uncomfortable conversations aren’t just part of management—they’re why we’re here. The most important feedback is about serving someone else’s growth, not our comfort. What’s one “small” conversation you’ve been avoiding?

🧠 Manager Monday: When giving feedback feels harder than it should 🎯 Let’s talk about something every people manager runs into at some point: That one employee who shuts down, gets defensive, or takes things personally when you offer feedback. And before you roll your eyes—haven’t we all been there? Especially early in our careers, when our work feels like our worth. So how do we lead with empathy and accountability? Here are some tips I’ve picked up over the years: 💬 1. Check your delivery. Feedback is a gift… but only if it's not wrapped in passive-aggressive wrapping paper. Make sure you're being specific, kind, and focused on outcomes—not personality. 🤝 2. Build the trust before the feedback. If the only time they hear from you is when something’s wrong, of course they’ll get defensive. Celebrate their wins. Ask how they’re doing. Normalize feedback as a growth tool, not a threat. 📚 3. Separate the person from the behavior. Try: “You’re a strong contributor—and I want to help you keep growing. One thing I’ve noticed is…” This keeps the feedback objective, focused, and easier to receive. 🧘♀️ 4. If they get defensive, don’t escalate. Stay calm. Pause. Say: “I get the sense this feedback may have caught you off guard. Want to take some time to process and we can revisit tomorrow?” You’re modeling emotional intelligence and giving them space to reflect. 🪴 5. Keep a growth mindset for yourself, too. If someone consistently takes feedback personally, ask yourself: Have I clearly defined expectations? Have I built psychological safety? Is there something else going on (burnout, imposter syndrome, etc.)? Helping your team grow isn’t just about performance—it’s about people. And growth rarely happens in comfort. Let’s be the kind of managers who challenge with care—and remind our teams that feedback isn’t criticism, it’s investment. 💼💬 Have you ever had to coach someone through defensiveness? How did you handle it? #ManagerMonday #LeadershipDevelopment #PeopleManagement #FeedbackCulture #CorporateMomager #EmotionalIntelligence #TeamGrowth

𝐘𝐨𝐮𝐫 𝐓𝐞𝐚𝐦 𝐈𝐬𝐧’𝐭 𝐋𝐢𝐬𝐭𝐞𝐧𝐢𝐧𝐠 𝐭𝐨 𝐘𝐨𝐮𝐫 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤, 𝐇𝐞𝐫𝐞’𝐬 𝐖𝐡𝐲 And what to do instead to build trust, not tension If your feedback feels like it’s falling flat, especially with younger team members, it’s not always defiance, it’s adjustment. Many are still learning how to transition from structured environments like school or home into the rhythm and reality of professional life. That takes time. It also takes clarity, empathy, and consistency from you as a leader. Your role isn’t to lower the bar, it’s to create conditions where feedback turns into growth, not shutdown. Here are five reasons your feedback may not be landing, and how to shift your approach: 1. They hear threat, not support → Be transparent: “I’m sharing this because I see your potential.” → Intent matters, especially when someone’s scanning for judgment. 2. Feedback triggers fear → Ease the pressure: “You’re not in trouble. Let’s figure this out together.” → Emotional safety opens the door to real solutions. 3. You talk, they shut down → Invite input first: “Walk me through how you approached this.” → When people feel heard, they stay engaged. 4. You focus on what went wrong → Reframe the moment: “This missed the mark, but I know you can revise it.” → Highlight potential, not just mistakes. 5. You give feedback, but not support → Offer real help: “What do you need from me to improve this next time?” → High expectations only work when paired with real partnership. 💡 Want to go deeper? Read “10 to 25” by David Yeager. It breaks down how young adults develop, learn, and respond to support, and what leaders can do to truly connect. Feedback isn’t just about fixing work. It’s about building relationships that support growth, for everyone. 🔁 Share this if you manage or mentor early-career talent ✨ Follow Marcella for leadership, HR, and career development insights

A Look at TOXIC LEADERSHIP Credit to: Nadeem Ahmad Original post below 👇👇👇 Here’s Navigate away from toxic leadership with these 7 steps  (your career will thank you): Earlier this week, I posted about positive vs. toxic leadership. As part of my research, I found that 56% of employees report having "toxic" workplace leaders! * That is wild! Toxic leadership can cast a long shadow on workplace culture. Recognizing toxic traits is the first step towards illumination: ➟ Arrogance and Self-interest ➟ Lack of Confidence and Incompetence ➟ Inconsistent Expectations and Discrimination ➟ Overemphasis on Hierarchy and Ignoring Feedback The fallout is real—workplace bullying, unproductive behavior, psychological distress, and more. Here's how you can deal with it: 1️⃣ 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝗢𝘃𝗲𝗿 𝗝𝘂𝗱𝗴𝗺𝗲𝗻𝘁: ↳ Attempt to help rather than passing judgment. It can transform perspectives. 2️⃣ 𝗢𝘄𝗻 𝗬𝗼𝘂𝗿 𝗥𝗲𝗮𝗰𝘁𝗶𝗼𝗻𝘀: ↳ Stay composed. Controlling your reactions preserves your professionalism. 3️⃣ 𝗗𝗼𝗰𝘂𝗺𝗲𝗻𝘁 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴: ↳ Keep records. It’s your safety net when memory fails or disputes arise. 4️⃣ 𝗦𝗲𝘁 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀: ↳ Draw clear lines. Professional boundaries protect your mental space and well-being. 5️⃣ 𝗢𝗽𝗲𝗻 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: ↳ Engage in honest conversations. Candidness can be the catalyst for change. 6️⃣ 𝗦𝗲𝗲𝗸 𝗖𝗹𝗮𝗿𝗶𝘁𝘆: ↳ Clarify expectations and instructions. Misunderstandings breed discontent. 7️⃣ 𝗘𝗴𝗼 𝗔𝘀𝗶𝗱𝗲: ↳ Focus on the job. Invest your energy in your work, not in clashing egos. We spend a significant slice of life at work; don't let toxicity darken it. Steering clear of toxic traits and handling challenging leadership with grace can light up your path to career success. Have you ever faced toxic leadership, and how did you navigate through it? * From a research study by workplace consulting firm, Life Meets Work ______________ Follow for more Useful Infographics

High standards and empathy aren’t opposites, they’re partners Despite what you may think, an important tool to practice as a manager is empathy. In my experience, leveraging empathy isn’t taking the easy road in hard conversations. It’s about developing trust on a personal level. A few small things I try to do: • In one-on-ones, I’ll ask: Where can I lean in and support you, what seems heavy right now? By leading with empathy and understanding, I am able to open the door for conversations that might not otherwise happen. • I remind myself not everyone wants feedback the same way. Some want it live and direct, others want space to reflect. Asking in what medium works best, demonstrates I care. • Empathy doesn’t excuse the need for hard feedback. It’s imperative to remain direct. But by delivering with context, care, and in a preferred manner, it turns into a coaching opportunity instead of harsh criticism. The result produces an environment where a collective team exists. By leading with empathy, you can develop an environment where each member feels supported, heard, and respected. In my experience, a team that develops trust through leading with empathy is a team destined to come together and execute at a high level when the stakes rise and the pressure is on. And, it’s a whole lot more fun.

Do they really all think this is a good idea? You’ve probably had that moment in a meeting. Everyone is nodding, there’s no pushback, and the decision sails through. But something feels off. Later, you hear doubts that no one voiced. That’s not a sign of agreement—it’s a sign of silence. When harmony becomes the unspoken rule, honest feedback disappears. And when that happens, so does progress. It’s not always about confidence. More often, it’s about culture. And leadership plays a key role in shaping it. 𝗦𝗼 𝗵𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝘀𝗽𝗲𝗮𝗸 𝘂𝗽, 𝗲𝘃𝗲𝗻 𝘄𝗵𝗲𝗻 𝗶𝘁’𝘀 𝗵𝗮𝗿𝗱? 1. 𝗡𝗼𝗿𝗺𝗮𝗹𝗶𝘇𝗲 𝗱𝗶𝘀𝗮𝗴𝗿𝗲𝗲𝗺𝗲𝗻𝘁. Make it clear that healthy tension isn’t a threat. It’s a strength. Let your team know that respectful dissent is expected, not avoided. 2. 𝗥𝗲𝘄𝗮𝗿𝗱 𝗰𝗮𝗻𝗱𝗼𝗿, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗰𝗼𝗻𝘀𝗲𝗻𝘀𝘂𝘀. Publicly appreciate when someone shares a hard truth or questions the status quo. It sets the tone that honesty is valued. 𝟯. 𝗠𝗼𝗱𝗲𝗹 𝗱𝗶𝗿𝗲𝗰𝘁, 𝗰𝗼𝗺𝗽𝗮𝘀𝘀𝗶𝗼𝗻𝗮𝘁𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸. Let your team see that you can be both honest and kind. Even when the message is hard to hear. 4. 𝗖𝗵𝗲𝗰𝗸 𝗶𝗻 𝗯𝗲𝗵𝗶𝗻𝗱 𝘁𝗵𝗲 𝘀𝗰𝗲𝗻𝗲𝘀. Some people won’t speak up in front of others. A thoughtful one-on-one can surface what’s unsaid. 5. 𝗨𝘀𝗲 𝘁𝗼𝗼𝗹𝘀 𝘁𝗵𝗮𝘁 𝗹𝗼𝘄𝗲𝗿 𝘁𝗵𝗲 𝗯𝗮𝗿𝗿𝗶𝗲𝗿. Anonymous feedback platforms like Slido or MURAL can help quieter team members share what’s on their minds. If your team seems “too nice,” it might be time to listen for what’s missing. 𝗚𝗿𝗼𝘄𝘁𝗵 𝗵𝗮𝗽𝗽𝗲𝗻𝘀 𝘄𝗵𝗲𝗻 𝗵𝗼𝗻𝗲𝘀𝘁𝘆 𝗳𝗲𝗲𝗹𝘀 𝘀𝗮𝗳𝗲. If you need help speaking up yourself, read last week’s post on steps you can take to embrace honest communication. #Leadership #TeamCulture #SpeakUpCulture #HonestFeedback #CommunicationMatters #PsychologicalSafety