The Real Psychological Safety Challenge: Embracing Hard Conversations

When we talk about Psychological Health & Safety, one of the most common concerns I hear from leaders is: "Can we have hard conversations at work without damaging psychological safety?"

It’s a fair—and essential—question. In today’s work environment, where mental wellbeing and psychological safety are finally getting the attention they deserve, many leaders worry that being too direct could undermine trust.

But the truth is, avoiding tough conversations often does more harm than good.

That’s why I appreciated the HBR On Leadership podcast episode, “What Is Psychological Safety, Really?”, featuring workplace expert Amy Gallo.

In the episode, Gallo tackles a common misconception: that psychological safety means avoiding discomfort. In reality, psychological safety is about creating an environment where people feel safe to take interpersonal risks—including the risk of honest, sometimes uncomfortable, conversations.

Psychological Safety ≠ Comfort

When leaders avoid hard conversations for fear of upsetting someone, they often erode trust instead. The team learns that honesty is optional, feedback becomes fuzzy, and performance stalls.

Handled well, hard conversations actually build psychological safety. They show that:

✔ Growth and accountability matter

✔ We trust each other to handle the truth

✔ Disagreement isn’t a threat—it’s how we get better

Of course, the how matters. Leaders must pair clarity with care. Be direct, but not harsh. Honest, but also curious. And model the vulnerability and accountability they hope to see in others.

Want to Equip Your Leaders for This Work?

Our updated Leading with Psychological Safety workshop series is designed to help leaders build trust, inclusion, and the confidence to navigate hard conversations.

✔ Workshop 1: Foundations — Safety, Trust & Mental Wellbeing

✔ Workshop 2: Practice — Everyday Habits That Build Trust

✔ Workshop 3: Leadership — Communicate Courageously

Delivered in a convenient, interactive 2-hour format (3 sessions, ideally spaced a few weeks apart), these sessions are highly collaborative. Teams leave with a co-created digital summary that captures key insights, contributions, and commitments.