Chapter 2
Psychological Safety
“The role of a great leader is not to give greatness to human beings, but to help them extract the greatness they already have inside.”
– J. Buchan
Serve first, lead second
Simon Sinek’s principle of “leaders eat last” emphasizes that genuine leadership involves support, not command.
Putting people’s needs first paves the way for authentic trust.
Encourage upward feedback
Leaders who regularly ask team members for input on their own performance model humility and foster a sense of shared responsibility.
A leader might schedule anonymous “leader feedback” surveys every quarter, then share with the team how they plan to act on the suggestions.
Use inclusive language
Subtle cues matter: “We” instead of “I,” “Team” instead of “Staff.”
Language shapes perceptions and helps people feel they belong.
Share decision rationales
Explaining why a decision was made shows respect for others’ intellect.
Transparency reduces the fear that decisions are arbitrary or unfair.
Empower disagreement
Encourage people to voice differing opinions—even with higher-ups.
The best leaders reward constructive dissent to uncover issues before they become bigger problems.
A project lead might publicly thank a teammate who challenged an approach, celebrating their courage in speaking up.
Feel free to share with your colleagues
Give feedback, ask questions or request new resources
