#18 - The Myth of 'Too Much Psychological Safety"

Welcome to the 18th edition of The MAD Performance Newsletter, in which I'll share thoughts and resources that can help you towards a more Mindful and Deliberate way of approaching life, leadership, learning and high performance.

Recently, I've noticed a growing trend where people claim that it's possible to have "too much psychological safety" in a team. The argument goes that when psychological safety is too high, certain individuals feel free to dominate discussions, speak harshly, or dismiss others without consequence. This, they suggest, leads to a negative work environment where disrespect and rudeness thrive unchecked.

However, when I dig deeper and ask what happens in response to such behaviour, their answers often reveal a deeper issue. Responses like "Nothing, we just let it slide," or "It's not worth it," or "People just look at their shoes," clearly indicate that the team does not have enough psychological safety.

According to Professor Amy Edmondson , one of the world's leading authorities in this space: psychological safety is defined as "permission for candour" and "the belief that no one will be punished or humiliated for speaking up with questions, concerns, ideas, or mistakes." In a truly psychologically safe environment, team members would feel secure enough to call out inappropriate behaviour, offer constructive feedback, and address issues openly, regardless of the source.

So I put it to you, that should a team tolerate the type of behaviour above without response, it’s not an excess of psychological safety that’s the problem; it’s a deficiency.

True psychological safety empowers everyone, including leaders, to address harmful actions without fear of retribution. It creates an environment where respect and accountability coexist, ensuring that open dialogue and constructive criticism can flourish.

In essence, the notion of "too much psychological safety" is a misunderstanding. When psychological safety is genuinely present, teams are not only encouraged to speak up, but they also actively address issues as they arise, maintaining a healthy, respectful, and productive work environment.

If you're interested in exploring more about Psychological Safety, I was fortunate to interview Professor Amy Edmondson for our Habits of Leadership Podcast. Have a listen here.