Have you ever wondered what your team isn’t telling you?
As a leader, are you creating an environment where your team feels safe? Safe to share their thoughts, safe to be themselves, and safe to bring their challenges forward without fear of being judged.
George Eliot once wrote, “Oh, the comfort... the inexpressible comfort of feeling safe with a person... pouring them all right out, just as they are... certain that a faithful hand will take and sift them, keep what is worth keeping, and with the breath of kindness, blow the rest away.” His words, I believe, resonate deeply with what it means to lead effectively.
Let’s explore how these concepts—safety, authenticity, and discernment—apply to leadership and what they mean for creating a safe and healthy team culture.
Creating Psychological Safety
When people feel secure in their environment, they’re more likely to communicate openly, take creative risks, and be fully engaged. Without this foundation, even the most talented individuals can feel stifled.
Consider this: If your team is only bringing you what they think you want to hear, are they really contributing at their highest potential? If they feel judged or dismissed, the answer is likely no. When people are worried about how their input will be received, they hold back. As leaders, we need to create a space where people feel comfortable sharing both the good and the bad.
What might your team be holding back? It could be:
Concerns about project feasibility
Ideas for process improvements
Feedback on your leadership style
Personal struggles affecting their work
Conflicts within the team
Are you letting your team know that their voices matter, even when they deliver tough feedback or own up to mistakes? When you lead in this way, you don’t just get information—you get insights, creativity, and buy-in.
Leading with Authenticity
A significant part of leadership is showing up as your authentic self. People respond to leaders who are real—who don’t hide behind titles or put up a façade. Authentic leadership isn’t about being perfect; it’s about being present and genuine.
I often hear from leaders who say, "I just want to be myself. I want to lead in a way that reflects my own values and ethics." This aligns closely with what followers want too—leaders who are approachable, consistent, and sincere. Authenticity builds trust, and trust is the cornerstone of any successful team.
However, being authentic isn’t always easy. It requires a level of self-awareness and reflection, both about who you are and how you’re perceived by your team. It also means being open to feedback, showing vulnerability, and admitting when you don’t have all the answers. Your team doesn’t expect you to be flawless, but they do expect you to be honest.
Sifting the Chaff from the Grain
George Eliot’s metaphor about sifting "chaff and grain" offers a powerful image for leadership. The grain represents the valuable insights, contributions, and feedback your team brings, while the chaff is the noise—the unhelpful, distracting, or less relevant pieces. As a leader, your role is to listen, take in all the information, and discern what’s worth keeping.
This discernment is key. Leadership is about sorting through both the good and the bad, recognizing which elements will drive the team forward, and letting go of what isn’t serving the greater goal. When your team trusts you to do this fairly, they’ll be more willing to share openly, knowing that you’ll focus on what matters and let the rest fall away without judgment.
But ask yourself—how often are you allowing your team the space to bring everything to the table, chaff and grain together? Do they feel safe enough to be honest, knowing you’ll treat their input with care?
Reflect and Refine
Leadership is an ongoing process of growth. It requires regular reflection on how well you’re fostering a safe, authentic environment where trust and open communication can thrive.
Here are a few questions to consider as you think about your leadership approach:
Are you creating a culture where your team feels safe enough to bring you their concerns, ideas, and feedback without fear of judgment?
How are you showing up as your authentic self in your leadership role? Do your actions align with your core values and ethics?
What practices can you put in place to encourage open dialogue and ensure that both the positive and the challenging aspects of your team’s contributions are being heard and valued?
Action Step: Have a candid conversation with a trusted colleague or advisor about the culture you’re building within your team. Are there ways you could be unintentionally inhibiting trust or creating barriers to performance? What steps could you take to build a more authentic and safe environment for your team?
Building trust and authenticity isn’t just about making people feel good—it’s about unlocking their full potential and driving long-term success for your team and organization.