Can you have Candor and Psychological Safety?

Can you have Candor and Psychological Safety?

Psychological safety is often misunderstood. As David Burkus aptly puts it, "Psychological safety doesn't mean you'll never hear ideas you disagree with. It means when you disagree, you will feel safe to state that disagreement without fear of retribution."

This concept is at the heart of what Kim Scott calls "radical candor." However, many teams fall into the trap of prioritizing niceness over honesty, leading to an environment where true candor is rare. Leaders often struggle to foster an atmosphere where open, honest communication is the norm.

Psychological safety ensures that employees are comfortable speaking up when they disagree, which is crucial for avoiding groupthink and fostering a culture of constructive debate. When team members can freely express dissenting opinions, it leads to more diverse ideas, better decision-making, and innovative solutions. Each member brings their unique perspective without the paralyzing fear of being judged or penalized.

So, how can leaders increase candor on their teams? It can start with something as simple as asking, "What am I missing?" This phrase implies recognition that I might not see or understand everything, and I trust others to fill in the gaps. It allows others to share their perspectives, and that all voices are heard and respected. It shifts the focus from avoiding conflict to embracing diverse viewpoints, leading to stronger, more resilient teams.

A simple phrase “What am I missing?” in an environment of openness and trust can lead to open communication, being approachable, and demonstrating that dissent is not only tolerated but valued. And that is psychological safety.

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