Performance without safety is compliance.

People don’t bring their best where they don’t feel safe.

Without psychological safety, performance is forced, trust is brittle, and growth is hindered. 

Safety isn’t softness—it’s the foundation of sustainable success.

As Dr. Emmanuel Toye Sobande reminds us in his article The Silent Killer of Innovation, silence in meetings and risk-avoidance aren’t signs of alignment—they’re warning signals. When people only comply, innovation quietly dies.

So, how can leaders foster true psychological safety? Here are five practices that make the difference:

1.  Model Curiosity – Ask questions without expecting flawless responses. Let your team explore.

2.  Reward Candour – Recognize those who voice a concern or share a difficult truth—not just those who deliver flawless results.

3. Establish No Retribution Zones – Make it clear—and show through actions—that speaking honestly won’t backfire.

4. Normalize Vulnerability – When leaders say “I got this wrong,” it gives others permission to do the same.

5. Adopt Generative Listening – Hear feedback as a chance to learn, not a threat to your position.

Neuroscience tells us that when safety is absent, the brain shifts into defense mode: cortisol rises, creativity shuts down, and people choose silence over risk. But when leaders create safety, they unlock openness, learning, and innovation.