Understanding Psychological Safety: What It Is—And What It Isn’t

Psychological Safety is a core component of Kooyoora’s Abuse Prevention through Culture Change Framework. It supports an organisational culture where people feel safe to take interpersonal risks. This might include sharing ideas, admitting mistakes, asking difficult questions, challenging decisions, speaking up about wrongdoing, questioning authority or raising concerns, all without fear of punishment, embarrassment or retaliation.

In a recent Harvard Business Review article, What People Get Wrong About Psychological Safety (May 2025), Amy Edmondson, the researcher who pioneered the concept, and Michaela Kerrissey highlight the growing confusion and misconceptions about what psychological safety actually means. Misunderstandings about psychological safety can dilute its true meaning and intention or lead to it being misused in ways that discourage healthy challenge.

Getting Clear on Psychological Safety

You might have your own assumptions, doubts, or preconceived ideas about what psychological safety is. These common misconceptions, drawn from the work of Amy Edmondson and Michaela Kerrissey, can help clear up confusion and in turn strengthen understanding of psychological safety’s role in safeguarding and culture change.

Psychological Safety Doesn’t Mean Being Nice

One of the most important clarifications they offer is that psychological safety is not about being “nice”, “polite” or “feeling comfortable all the time.” It's about candour and creating the conditions where people feel safe enough to be honest, even when what they have to say is difficult, unpopular, or challenges the status quo. This distinction matters.

While some environments may appear safe because people never argue, this kind of politeness can suppress the honesty needed for ethical and well-functioning culture. Avoiding disagreement in the name of comfort prevents learning and stops organisations from seeing problems before they escalate. True psychological safety means you can respectfully say, “I’m not sure that’s the right approach,” and know you won’t be punished for it.

A psychologically safe environment isn’t one where people are shielded from challenge. It’s one where they are encouraged and supported to speak up, take responsibility, and engage in open, constructive dialogue without fear of being shut down, blamed, or punished.

Psychological Safety Doesn’t Mean Getting Your Way

Another common confusion is the idea that psychological safety means your ideas must be accepted or acted upon. But safety doesn’t mean getting your way and being heard is not the same as being agreed with. It means knowing your input will be considered seriously and responded to with respect, even if the decision goes in another direction.

A psychologically safe environment encourages open input, but decisions are still made with accountability and care. Disagreement is part of a healthy process—not a threat.

Psychological Safety Doesn’t Mean Lowering Expectations

Some leaders worry that focusing on psychological safety makes it harder to hold people accountable or maintain high standards. But psychological safety and accountability are two separate things, they are not opposites. Both are needed for people to do their best work. When psychological safety is high, people feel comfortable sharing important information and learning from mistakes, which actually supports better outcomes. Without psychological safety, people hide concerns to avoid conflict, which harms both learning, progress and growth.

Psychological Safety Isn’t a Policy

Psychological safety can’t be created by a policy, poster, or survey alone. It is “built in a group, interaction by interaction. It takes intention and effort to create a climate of candor.” Leaders play a crucial role by communicating openly about challenges, modelling curiosity and active listening, and mentoring others by giving feedback on how well they encourage and respond to input. They also work to reduce any negative consequences people might face for speaking up.

Psychological Safety Doesn’t Only Come from the Top

While leadership matters, psychological safety is not just a top-down effort. It can and must be modelled by individuals and groups at every level of an organisation. Psychological safety often varies across different parts of the same organisation. Some groups feel open and trusting, while others are shaped by silence or fear. This shows that psychological safety is shaped locally. It grows through everyday interactions, when people invite feedback, listen openly, and support honest, respectful dialogue.

Want to learn how to embed psychological safety in your organisation’s culture?

Psychological safety is key to creating a culture where people feel confident to speak up and challenge issues openly. Building this kind of environment takes intention, effort, and ongoing commitment.

For practical guidance on how to foster psychological safety download Kooyoora’s Abuse Prevention through Culture Change Framework and How To Guide.