The Need For Psychological Safety

Inclusive leaders are central to creating an environment that fosters belonging and psychological safety. When individuals are valued for who they are alongside the work they produce, they are also more inclined to share their unique perspectives and ideas, leading to greater collaboration and innovation.

The brain is a fascinating organ that controls much of who we are and what we do—from our personality to our daily functions. While I am not a neurological scientist, I am very interested in how components of the peripheral nervous system (PNS) impact how we, as individuals, interact with the world. Specifically, I want to discuss the autonomic nervous system (ANS), which regulates involuntary functions such as heart rate, digestion, and breathing.

Now, don’t get me to lying, because, as I said, I am not a neuroscientist, but the ANS is broken into two parts: the sympathetic and parasympathetic nervous systems. The sympathetic nervous system activates our “fight or flight” response during times of stress, causing increased heart rates and alertness, whereas the parasympathetic nervous system calms the body after stress, conserving energy in a “rest and digest” state. These two systems work together, helping our bodies respond to both voluntary and involuntary stimuli.

Let me give you a channel-specific example. Imagine a Level 2 IT technician suddenly detecting suspicious activity related to a potential ransomware attack. As the technician realizes the severity of the threat, their sympathetic nervous system activates, triggering a "fight or flight" response. Her heart rate increases, adrenaline surges, and a sense of urgency sets in as she works to contain the incident. The pressure intensifies, knowing that every moment counts to protect sensitive data for their clients.

The technician rapidly deploys countermeasures and isolates affected systems, remaining focused on resolving the crisis. This heightened alertness helps her think critically and respond effectively to the unfolding situation. Once the threat is mitigated and the network is secured, the technician’s parasympathetic nervous system kicks in, initiating a calming effect. Her heart rate and breathing begin to normalize, allowing her to transition from a state of acute stress to one of relief and relaxation.

It is the balance between the sympathetic and parasympathetic systems that enables the technician to demonstrate resilience. This balance allows her and professionals like her to navigate intense challenges while ensuring they can recover and recharge in the wake of unforeseen issues.

However, the above scenario occurs in a vacuum, without interference from a team, manager, leader, or client—particularly psychological interference. Imagine if this tech’s fight or flight response was already activated due to being told they were not capable of mitigating the issue. Or if someone on their team continuously micromanaged their work under the biased assumption that, as a woman, they were not qualified for the Level 2 role. Imagine if this person came to work every day feeling ignored while observing whispers when they entered or exited a room.

In this scenario, I would guess their fight or flight response would be perpetually active, causing them to be hypervigilant in most situations. This heightened state of alertness could negatively impact their ability to focus on their work tasks. What if their environmental hypervigilance left them with limited psychological space to focus on and mitigate the threat?

This is why inclusive leaders have a responsibility to create environments where psychological safety is central. We want our teams ready, with a deactivated sympathetic nervous system, to address the challenges for which they are hired.

Creating an environment that fosters belonging and psychological safety is essential for achieving the best outcomes in any team or organization. When individuals feel accepted and valued for who they are, they are more likely to contribute their unique perspectives and ideas, leading to enhanced collaboration and innovation. This sense of belonging reduces anxiety and empowers team members to take the necessary actions or even required risks without fear of judgment or failure. Ultimately, by prioritizing psychological safety and nurturing a culture of inclusivity, leaders can unlock the full potential of their teams, driving not only individual performance but also collective success in tackling the challenges they face.

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Photo by Олег Мороз on Unsplash.