Be authentic and transform your team
In our fast-paced, ever-evolving business world, the success of any team often hinges on one crucial factor, psychological safety. But while it’s easy to discuss theories and models of team dynamics, I’ve found that the real power lies in authentic leadership and, in particular, emotional intelligence.
I’ve had the privilege of working with many leaders over the years, but there’s one in particular who stands out. This leader was more than just a manager; they were someone who led with a deep sense of emotional intelligence and authenticity. Their leadership style created a culture of psychological safety within the team, and it transformed not only how we worked together but also how we supported one another.
Psychological safety is more than just a buzzword; it’s the foundation upon which high-performing teams are built. It’s the belief that you can speak up with ideas, concerns, or questions without fear of judgment or reprisal. When there’s psychological safety, people feel supported, valued, and, most importantly, trusted.
But how do you create that environment? In my experience, it starts with trust—and trust, as I’ve seen firsthand, is something that’s earned through genuine, emotionally intelligent leadership.
Trust and psychological safety are deeply connected. Without trust, there can be no psychological safety. It’s as simple as that. In a team where trust is present, everyone feels safe to take risks, share ideas, and even make mistakes. It’s not just about the tasks at hand but about knowing that your voice will be heard and your contributions will be valued.
I vividly remember working with a leader who embodied these qualities. This person didn’t shy away from vulnerability, and this vulnerability was the key to creating a psychologically safe environment. They shared their own struggles, challenges and even failures with the team. This wasn’t about self-deprecation, it was a powerful message that mistakes were part of growth. It was this authenticity that built a culture of trust within our team.
I recall a particular moment when our team faced a significant challenge. Deadlines were tight and the pressure was mounting. Many of us were feeling overwhelmed, unsure of how to move forward. But rather than stepping in with a directive or giving us a pep talk, our leader took a different approach.
Instead of telling us what to do, they called a team meeting and started with a simple, yet powerful question: "How are we feeling right now?" They paused, making it clear that the conversation was about more than just the task at hand. They didn’t brush off our stress or try to solve the problem immediately. Instead, they gave each person the space to share their thoughts and feelings. It wasn’t just about work, it was about us as a team and what we needed to succeed.
One team member expressed concerns about the workload while another admitted they felt unsure about how to manage expectations. Our leader didn’t dismiss any of these concerns. Instead, they acknowledged each challenge and validated those emotions. "It’s okay to feel this way," they said. "We’re all in this together and we’ll figure it out."
From there, the leader facilitated a brainstorming session where everyone contributed ideas on how we could manage our time and responsibilities more effectively. The result wasn’t just a solution to the problem, but a strengthened sense of camaraderie and mutual support. We didn’t just feel like colleagues, we felt like a team that could take on any challenge together.
Why trust and psychological safety are vital for team performance
Encourages Open Communication: When you know you won’t be judged for sharing your thoughts or asking questions, it paves the way for more honest and productive conversations.
Fosters Innovation and Creativity: In an environment where ideas are welcomed, people are more willing to think outside the box and suggest creative solutions without fearing failure.
Promotes Learning and Growth: When mistakes are embraced as part of the learning process, teams are more likely to adapt, grow, and develop stronger resilience.
Increases Engagement and Collaboration: Teams that feel psychologically safe are more likely to collaborate, share resources, and support one another. This builds a sense of camaraderie and shared purpose.
Reduces Stress and Burnout: When emotional intelligence is at the forefront of leadership, it reduces the anxiety that comes with constant pressure. Teams that feel supported are more engaged and less likely to burn out.
Building trust and psychological safety takes time and intentionality. It’s not something that can be forced, but it can be nurtured by leaders who are willing to be authentic, vulnerable and emotionally intelligent. Here are a few steps that can help:
Lead with Vulnerability: Share your own challenges and mistakes. This doesn’t mean over-sharing but showing that you’re human and open to learning is incredibly powerful.
Listen Actively: Sometimes the most important thing you can do is listen. Take time to truly hear what your team is saying—both verbally and non-verbally.
Create a Safe Space for Dialogue: Encourage open discussions and make it clear that all opinions and ideas are valued. This will help people feel comfortable speaking up, even when their thoughts are different from the rest of the group.
Provide Constructive Feedback: Feedback is essential, but it should always be framed in a way that is supportive, not punitive. When feedback is focused on growth rather than judgment, it encourages continuous improvement.
Show Empathy: Recognise the emotional states of your team members. When they’re feeling stressed or overwhelmed, acknowledge it and offer support. Empathy builds strong bonds of trust.
The impact of psychological safety and trust is far-reaching. When teams feel safe, they can move beyond mere collaboration, they can innovate, grow, and tackle any challenge that comes their way. The combination of emotional intelligence and authenticity in leadership creates an environment where individuals thrive and the team as a whole excels.
Reflecting on my own experience with that emotionally intelligent, authentic leader, I can honestly say that their approach changed the way I think about leadership and teamwork. I’ve seen firsthand how trust and psychological safety, driven by authentic leadership, can turn a group of people into a united, high-performing team.
What about your team? How can you create an environment where psychological safety and trust are the norm and not the exception?