Let’s Be Honest—Your Team Might Be in Survival Mode (And Here’s How to Fix It)

If you’ve ever sat in a meeting where everyone nods... but no one really says what they think, you’ve witnessed the quiet erosion of trust in real-time.
That’s not a collaborative team. That’s group silence dressed in business casual.

The truth is, a lot of teams aren’t dysfunctional—they’re just stuck in survival mode.
And most of the time? It’s not because they don’t like each other.
It’s because they don’t feel safe.

Not "my-desk-chair-is-ergonomically-approved" safe. I’m talking about psychological safety—the kind that allows people to speak up, take risks, admit mistakes, and ask for help without fear of punishment or humiliation.

And that, my friends, is the real difference between a group of coworkers and an actual team.

Maslow Was Right—And Your Team Is Living His Pyramid

Let’s take it back to Psych 101: Maslow’s Hierarchy of Needs. That old triangle still holds up, especially when we apply it to the workplace.

At the base? Security.
On a team, that looks like emotional safety. Can I speak up here without backlash?

Next? Belonging.
Do I feel like I’m part of this team—or just surviving it?

Then we climb to esteem and growth—that sweet spot where feedback, recognition, and development live.

And finally, we reach the summit: self-actualization—the land of innovation, leadership, and “I have an idea…”

But here’s the kicker:
You can’t skip steps.
No one’s going to dream big and take risks if they’re still bracing for impact every time they open their mouth.

So What Does Psychological Safety Actually Look Like?
 

Let me paint a picture:

Someone says “I messed up,” and the team responds with curiosity, not shame.
 

Feedback flows in both directions—up, down, sideways.
 

New ideas aren’t met with rolled eyes, but thoughtful discussion.
 

Team members feel seen, not just for what they do, but how they do it.
 

And people aren’t just included—they’re valued.

Sounds dreamy? It’s not. It’s doable. But it starts at the top.

Five Things You Can Do (Starting Tomorrow)

Let’s be clear: psychological safety doesn’t happen just because you say it does.
It’s not a label—it’s a lived experience. The real question isn’t “Did I tell my team it’s safe here?”
It’s: “Are they experiencing it as safe?”

So if you’re serious about building it, here’s where to start:

1. Stop performing inclusion—start practicing it.
Invite people in and make room for them to influence the space. That means sharing power, not just airtime.

2. Check your responses, not just your intentions.
When someone offers feedback, pushes back, or asks for help—how do you respond? That moment shapes whether they ever will again.

4. Ask: “What would make this space safer for you?”—and mean it.
Safety is personal. Don’t assume what makes one person feel secure works for everyone. Ask, listen, and adapt.

5. Look for who’s silent. Then create space for their voice.
Psychological safety isn’t just about who’s talking—it’s about who isn’t and why. Watch the room. Make space. Follow up.

 
Psychological Safety in Today’s Climate

And let’s name it: in this political and social moment, people are bringing more stress into work than ever before.
 

When laws, headlines, and public discourse feel like battlegrounds, the workplace has to feel like a safe house—not a war zone.

Creating psychological safety isn’t just a “nice to have”—it’s a wellness strategy.
It’s a retention strategy.
It’s a humanity strategy.

 
Final Word: Safety First, Always

You don’t build high-performing teams by demanding perfection.
You build them by creating environments where people can be real—messy, honest, bold, brilliant.

So ask yourself:
Does your team feel safe enough to tell you the truth?

Because if they don’t… it might be time to start rebuilding the kind of safety that drives everything else.

And trust me: once your team feels safe, the real magic begins.

Let’s keep this conversation going—drop your thoughts in the comments or message me if you want to dig deeper into building brave, psychologically safe teams.