Why Psychological Safety Is the Secret Weapon Every Champion Team—and Business—Needs to Crush the Competition

Ever wondered why some teams seem to thrive no matter the pressure, while others crumble under the weight of expectations? It’s tempting to chalk success up to raw skill or flawless strategy — but let me tell you, it runs much deeper. Bairbre Hassett, an Accredited Sports Scientist and the Interim Campaign Manager for Tackle Your Feelings, shines a light on a game-changer often overlooked: psychological safety. This isn’t just fluff or feel-good mumbo jumbo; it’s the secret sauce where people actually feel free to take risks, voice ideas, and yes, stumble without facing humiliation or mental burnout. Whether you’re on the field or in the boardroom, crafting a culture that protects and propels mental health isn’t optional — it’s essential for kicking your team’s performance into high gear. Curious about how to build this kind of environment that breeds resilience and real results? Dive in, because the culture you cultivate today shapes the legacy you leave behind. LEARN MORE

Bairbre Hassett (Accredited Sports Scientist CASES), Interim Campaign Manager for Tackle Your Feelings, looks at the power of psychological safety in both a sporting and work environment.

In sport, as in business, success isn’t just about skill or strategy — it’s about culture.

And one of the most powerful drivers of high-performing, resilient teams is something many leaders overlook: psychological safety.

Psychological safety is the sense that you can contribute, take risks, and make mistakes without fear of humiliation or unreasonable harm to your mental health.

In a psychologically safe environment, people feel supported by peers and leaders alike — and that support translates into better skills, stronger motivation, and higher performance.

Why It Matters

The evidence is clear: in sport, psychological safety leads to improved participation, mental health, motivation, team cohesion, and even knowledge transfer.

It fosters connection, competence, and character — all of which directly improve individual and team outcomes.

A team with psychological safety enjoys:

• Better social climate
• Freedom from intimidation and fear
• Stronger sense of belonging
• Improved confidence and competence

One rugby leader captured it perfectly: “We have a culture now where everybody helps everybody else — at all levels of the club. We have a collective vision. We have the right people on the bus, the wrong people off the bus, everybody is sitting in the right place and the bus is going in the right direction.” (Pat Lam, Bristol Bears)

This kind of culture doesn’t happen by chance — it’s built.

What Coaches — and Leaders — Need to Know

From my work with teams and organisations, here are some principles to consider when fostering psychological safety:

• Ensure people can make mistakes without fear of retribution.
• Eliminate bullying, intimidation, and exclusion.
• Be an accessible, communicative leader who models fairness and respect.
• Create a sense of belonging by including everyone and valuing their contribution.
• Challenge the status quo thoughtfully while preserving trust and relationships.
• Be clear about roles and expectations.

In my seminars, I ask coaches and leaders to honestly reflect: “What is my ability right now to promote psychological safety?”

Most identify areas they can improve — and the good news is, these are skills you can develop.

How to Start

Begin with small, intentional steps. For example:

• Dedicate time at the end of sessions for individual check-ins — ask your players or staff what’s on their minds and listen.
• Address bullying or “banter” that crosses the line — in the moment and as a team.
• Allow people to try and fail — and be deliberate about not humiliating them.
• Reflect on your own responses: are you modelling the self-compassion you expect from your team?
• Engage everyone — from senior leaders to players — in building and sustaining a safe environment.

The Bottom Line

Psychological safety is not just a “feel-good” idea — it’s a competitive advantage.

In sports and business alike, it enables growth, cohesion, resilience, and higher performance.

Conversely, poor communication, unclear roles, bullying, or inaccessible leadership can undermine morale and progress.

By committing to clear, supportive communication and by modelling fairness and accessibility, you can create an environment where people — and performance — thrive.

In short: mental health and high performance go hand in hand. That’s as true in the boardroom as it is on the field.

So ask yourself: What are five things I can do this month to build psychological safety in my team? Who else can I bring on board? And how will I hold myself accountable?

Start today — because the culture you build is the legacy you leave.