I have been in countless rooms over the last few years where the person leading designates the space a “safe space”. This designation is usually given right before an invitation for people to share something that may require some level of vulnerability.

While I think the intentions of the folks saying this are good, I think there is actually more potential for harm than good when we deem a space a “safe space” without very seriously considering what creates actual safety for people and how tremendously one person’s needs for safety can vary from the next. We also need to recognize that anyone’s needs around safety can change on a day-to-day basis. So, it is not on a leader to claim a space as “safe” because there is no way a leader can guarantee actual safety.  

I always say that a space is only as safe as the person who feels the least amount of safety deems it to be.  

While we cannot guarantee safety, there are definitely steps we can take to build a culture of trust and psychological safety that can go a long way. If you’re looking to build a culture of safety there are a handful of things to consider.  

If I were to come into your organization and do a psychological safety audit of sorts, here are some things I would examine:

• How do people talk to each other


• How do people talk about each other


• How are mistakes handled


• How do leaders apologize and take ownership of their mistakes


• How is support demonstrated in good times and bad


• How are people given the opportunity to get to know one another as humans - not just coworkers with specific skill sets


• What routines and rituals are in place that build trust over time


• How transparent are leaders


• How accessible are leaders to all levels of team members


• What is the reputation of the HR department


• Does HR make it clear what reportable offenses are and how to report them

In this episode, I talk about steps you can take to build a foundation of trust and psychological safety so that when you are on the brink of asking people to share ideas or be vulnerable you don’t need to make a “safe space” announcement because safety is implied, felt, and held automatically.  

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