In high-pressure environments, it’s natural for leaders to double down on decisiveness, lean into laser focus, and rely on the clarity of having “the right answer.” After all, strong opinions and quick calls are often seen as leadership gold.
But here’s the tension: that same confidence – when overused – can become a barrier to the very things high-performing teams need most: openness, collaboration, and psychological safety.
We’ve seen it time and time again, leaders with good intentions who inadvertently shut down conversation, diversity of thought, or innovative problem-solving because they don’t pause to ask or listen. And in today’s world of complexity and change, command-and-control leadership just doesn’t cut it anymore.
Openness Isn’t Soft – It’s Strategic
At Steople, our work with high-performing (and struggling) teams shows a consistent theme: the healthiest, most productive environments are those where people feel safe to speak up, ask questions, challenge assumptions, and share ideas, even when they’re uncertain.
This isn’t about endless debate or indecisiveness. It’s about creating a culture where curiosity is valued, and diversity of perspective is seen as a strength, not a threat.
And it all starts with cultivating an open mindset – especially in leadership.
An Open Mindset: The Cornerstone of Psychological Safety
Psychological safety, made popular by Harvard’s Amy Edmondson and reinforced by Google’s Project Aristotle, is the shared belief that “this is a safe place to take interpersonal risks.” But let’s go deeper: what helps people feel that safety?
One critical ingredient is openness.
An open mindset isn’t just about being willing to hear new ideas – it’s about actively seeking them out, listening deeply, and creating space for others to be heard, even when their views challenge our own.
Here’s What Happens When We Lead with Openness:
1. Curiosity becomes a culture.
When leaders ask more than they tell, teams engage. As psychologist Todd Kashdan’s research shows, curiosity fuels learning, reduces defensiveness, and increases innovation – all key to managing psychosocial risk and building resilience.
2. Adaptability becomes a norm.
Openness makes continuous improvement part of the day-to-day. Teams are more willing to experiment, reflect, and pivot. They don’t fear failure – they see it as a path to progress.
3. Empathy is part of decision-making.
Taking the time to understand someone else’s perspective strengthens connection and collaboration. It reduces “us vs. them” thinking and enables healthier discussions and more inclusive decisions.
4. Fear of judgment diminishes.
When openness is modelled by leaders, people stop worrying about looking foolish. They’re more willing to say, “I’m not sure,” or “Can we talk this through?” and that’s exactly where better decisions and stronger relationships are born.
5. Teams thrive.
Open-minded leadership helps create teams where feedback flows, people feel respected, and contributions are valued. These teams are not only more productive, they’re also more enjoyable to be a part of. And that matters.
The Leadership Role in Fostering Openness
As much as psychological safety is a shared team dynamic, leaders play an outsized role. A single dismissive comment, unpredictable reaction, or unwillingness to hear dissent can undo months of trust-building.
This is why, in our Steople Psychological Safety Assessment and workshops, we often focus on how leadership behaviour either fosters or unintentionally hinders psychological safety. An open mindset in leadership sets the tone for everything that follows.
What Can You Do Next?
If you’re leading a team, reflect on this:
-
Do people feel comfortable challenging your ideas or asking questions?
-
Are different views encouraged—or just tolerated?
-
When was the last time someone changed your mind?
If these questions feel uncomfortable, that’s a good sign – because openness isn’t about having the answers. It’s about staying curious enough to ask better questions.
Let’s Make Openness a Competitive Advantage
At Steople, we help leaders and teams build cultures where openness and safety aren’t just abstract values—they’re daily behaviours. Through assessments, coaching, and team development, we guide organisations in embedding openness into leadership, communication, and collaboration.
Ready to strengthen your team’s ability to innovate, connect, and perform – together?
Let’s talk about how fostering psychological safety and an open mindset can shift what’s possible for your people.
