Rafael Chiusi

Shaping that environment takes time, takes effort, and most of all, consistency.

To do that, you must, whenever you can, increase granularity with your people.

Have more one-on-one conversations, at least at the beginning.

And then you can encourage them to say what they need to say during the group meetings.

Like the example of the whack-a-mole culture, the opposite is also true.

So after learning through role modeling and observation that your meetings are indeed a safe space, people will gladly participate, ask, comment, and suggest.

Now, I know most examples I gave you come from corporate experience, but this concept also applies to our own families.

Think of how many children and teenagers wish they had a more psychologically safe household so they could discuss their anguishes, their afflictions, their insecurities.

This open channel helps us, parents, to better understand what's going on with our kids.

And it helps our kids by letting them know they have a safe port to ask questions whenever they are confused.

The benefits of psychological safety go beyond organizational teams.

It helps people to nourish better human interactions.

And if there was one thing we all know now

is how important meaningful human connections are to our mental health.

So let's go out there and create more psychologically safe workplaces, families, and communities.