…and Why That Is A Problem
I once witnessed a corporate executive shut down a team member during a meeting with the chilling statement: “I will wear my metal hat and rule with an iron hand.” This remark came simply because the team member offered a perspective that differed from the leader’s. The room went silent. People recoiled. From that moment on, no one dared to speak up.
This was not a once-off incident—it was his signature leadership style: control through fear. Those who thrived were the “yes men and women,” while dissent, curiosity, or honesty were quietly punished. What I saw was bullying and a textbook example of what happens when psychological safety is absent.
Psychological safety is a term used in organizational psychology, coined by a Harvard Professor, Dr. Amy Edmondson, that refers to a shared belief among members of a team or group that it is safe to take interpersonal risks. This means people feel comfortable speaking up, asking questions, admitting mistakes, sharing ideas, or expressing concerns without fear of embarrassment, rejection, or punishment.
Key characteristics of a psychologically safe team are:
- Freedom to speak up without fear of negative consequences
- Support for learning from mistakes instead of blame games
- Trust and mutual respect among all team members
- Encouragement of diverse perspectives and opinions
It is evident that where people feel psychologically safe, it leads to more innovation, better team performance, and higher engagement. Teams are happier, and they are ready and willing to give their best, leading to effective collaboration.
Under fear-based leadership, teams:
- Shutdown creativity
- Hide mistakes
- Lose trust
- Quit quietly
- Succumb to “groupthink”
A Call to Change
Fear is NOT a strategy! Intimidation may force compliance in the short term, but it destroys morale, trust, and long-term success. Leaders who rely on bullying or micro-aggressions must evolve: embrace vulnerability, model openness, and actively invite honest feedback.
Corporate bullying must STOP. If you want your people to thrive, psychological safety is not optional—it’s essential.
Amma Ansah
Want a team that speaks up, innovates, and thrives? Click here to explore how we create psychologically safe leaders and cultures.
Missed the latest episode of the Mindset X Factor podcast? No worries—catch up now on Spotify or YouTube!