Lessons from Leadership, Life, and Personal Reflections

 

Imagine this: You’ve landed a new job and are stepping into a fresh role within a new organisation with a fresh set of faces and expectations. During your first 60 days, the excitement is palpable, but so is the overwhelming feeling of navigating a new environment.

Now, consider this scenario: You’re a parent, uncle, or aunt, striving to create a safe and nurturing space for a child to grow into a happy, confident individual who knows they can rely on you.

Based on my personal and professional experiences, I can affirm that both situations can feel daunting at times.

In that first scenario, you face the dual pressure of showcasing your expertise while also striving to make a positive impression on your new team and manager. Each organisation has its unwritten rules of engagement, often learned through time and, occasionally, missteps. To help shorten this learning curve, I’ve witnessed the transformative power of psychological safety in empowering individuals—regardless of their age!

Creating an environment where team members feel comfortable bringing their whole selves—flaws and all—and fostering the support of management during both successes and failures is essential.

Here’s how this philosophy manifests in my everyday work and leadership practices:

Lead by Example

Leadership isn’t about perfection; it’s about relatability. As a leader, your behavior sets the tone for the entire team. Share your challenges and mistakes openly; this vulnerability encourages others to do the same, cultivating a culture of trust and mutual respect. I practice this intentionally, even with my daughter. As Amy Edmondson suggests, we are all fallible human beings, and that’s what makes us relatable.

Foster Mutual Respect and Trust

Building trust among team members creates a supportive atmosphere where everyone feels valued. Trust is the foundation of psychological safety. Simple actions like culturally relevant activities help build rapport and create a shared sense of purpose. Trust in Indian workplaces is often built through personal connections. At a Mumbai multinational company, the leadership team introduced regular “Tea Talks,” where employees across all levels discussed personal stories and challenges over chai. This informal, culturally resonant practice strengthened interpersonal bonds and trust, enhancing collaboration.

Encourage Open Communication

Establish clear channels for honest dialogue. Regular check-ins and informal conversations can help team members feel heard and appreciated. From the bustling streets of Mumbai to the corporate skyscrapers of Singapore, fostering a culture where every voice is acknowledged is key to psychological safety. In Singapore, a manager implemented “walk-and-talk” meetings in Marina Bay Sands Park, allowing employees to share ideas in a more informal, less intimidating environment. These open conversations became a cornerstone of team cohesion.

Promote Inclusivity

Ensure every team member has equal opportunities to contribute and participate. Valuing everyone’s input fosters inclusivity and a sense of belonging. London workplaces often emphasise inclusivity through equity. An organisation introduced “Inclusive Project Planning,” ensuring all voices were heard in initial brainstorming sessions. This reflected the UK’s focus on fairness and inclusion by giving everyone, regardless of seniority, an equal opportunity to contribute.

Provide Constructive Feedback

View feedback as a tool for growth rather than criticism. Focusing on specific behaviors and outcomes supports team members in their development. While my feedback can be tailored for my 7-year-old, I hope to instill in her that feedback is a valuable part of learning, even if I am still labelled the “annoying mom”!

Embrace Risk-Taking

Encourage team members to voice their ideas, share concerns, and admit mistakes without fear of punitive repercussions. This creates a culture of learning where mistakes are viewed as opportunities for growth. I remain aware that my reactions to my daughter’s mistakes will shape her willingness to come to me in the future.

Fostering psychological safety within teams and individuals is not a leadership strategy, as we all know that “Culture eats strategy for breakfast”; it reflects a commitment to creating an inclusive and supportive work environment. By leading with vulnerability, promoting open communication, ensuring inclusivity, providing constructive feedback, and empowering team members to take risks, we can build cultures where everyone feels valued and heard.

Having navigated diverse work environments across India, Singapore, and London, I can confidently attest to the profound impact psychological safety has on team dynamics and individual growth.

And yes, if you’re wondering— my mommy brain is always ACTIVE, and my little one continues to teach me invaluable life lessons I can apply at work every day!