Psychological Safety

Unclear, inequitable, or one-directional expectations subtly (or sometimes not so subtly) undermine performance, erode trust, and create the exact problems they were meant to prevent. Here are seven strategies to make sure your expectations actually do what you intend them to do (gasp!)

Most managers are promoted because they were great at their jobs. But many aren’t trained to have the conversations that make other people great at theirs. And there's a gap there that no amount of open-door policy can fix. These are the three conversations that close that gap.

Laughter, levity, and genuine human connection aren't the reward you give people after the real learning happens; it’s how the real learning happens. Used with intention, humor isn't unprofessional or a distraction. It's one of the most evidence-based tools in the room.

When someone says, “I have some feedback for you,” many of us feel it instantly, sweaty palms, tightened chest, racing thoughts. That reaction isn’t weakness. It’s your nervous system scanning for threat. Constructive feedback can trigger concerns about status, certainty, and belonging. The good news? With the right approach, leaders can reduce defensiveness and turn feedback into growth instead of fear.

In Part 1, we explored what a growth mindset really is and how leaders can use five simple lenses to understand their reactions to challenges. In Part 2, we get into the practical stuff. The how. The “What do I actually do on Tuesday morning when my team gives me news that makes my stomach drop” part.

A growth mindset is about understanding how the brain interprets challenges and intentionally choosing responses that keep you learning instead of shutting down.

If you’ve ever watched a tense meeting melt the moment someone cracks a well-timed joke, you already know this truth: humor is not just entertainment. It is a human survival strategy