Why Psychological Safety Fails Without Emotional Intelligence
Oct 10, 2025Leaders often tell me they’ve created a culture where people feel safe.
But when I ask employees, the answers tell a different story.
According to recent data:
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76% of executives say they feel safe taking risks at work.
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Only 53% of employees agree.
That’s a 23-point gap. And it matters more than most realise.
Because one group thinks they’ve built safety.
The other feels they haven’t.
This difference between thinking and feeling is where trust is either broken—or built.
When people don’t feel safe to speak up, challenge ideas, or admit mistakes, performance doesn’t just dip—it stalls.
But this isn’t just a “culture” issue.
It’s a nervous system issue.
When the brain senses risk, it moves from thinking to protecting:
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🧠 The thinking brain wants to contribute.
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⚠️ The survival brain wants to stay safe.
So when leaders say things like “be more open” or “speak your mind,” it won’t land if people’s bodies are saying, “this doesn’t feel safe.”
Psychological safety isn’t built through slogans, surveys, or values printed on a wall.
It’s built in micro-moments—how you respond when someone:
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Pushes back
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Owns a mistake
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Gives hard feedback
These moments either teach people “it’s safe to show up,” or “better keep your head down.”
The good news? You can train for this.
Helping your team grow their emotional intelligence is one of the most effective ways to increase safety and performance. When people learn to:
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Understand their emotional responses
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Stay grounded under pressure
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Read others more accurately
…they build more capacity to stay open, curious, and connected—especially when it’s hard.
In today’s world of restructures, shifting priorities, and pressure from all directions, psychological safety is no longer optional.
It’s the foundation for clear thinking, trust, and resilience.
And EQ is the way to get there.
Not by accident—but through deliberate practice and leadership.
If you’re curious about how this applies to your team, I’m always happy to have a conversation.