Over the years, I’ve seen leaders who seem to have it all — strategy, vision, reached far in their career… yet struggle to unlock the full potential of their teams.
We often think of leadership as being the more confident, influential, and impactful a leader is, the better. And while those qualities are vital, they’re not the whole picture.
I’ve seen capable leaders who were confident and skilled still struggle to bring out the best in their teams. Why? Because good leadership doesn’t happen in isolation, it happens through relationships and environments where people feel like they belong and feel psychologically safe.
One senior leader I coached had all the right attributes. Yet her team were disengaged and hesitant to share ideas.
It wasn’t that she lacked confidence or influence. The missing ingredient was psychological safety. Team members feared making mistakes or being judged, so they held back.
The reason for this was twofold. She was an other-oriented perfectionist. She had unrealistic high expectations of her team, and would get frustrated when they didn’t meet her expectations. As a result, they feared making mistakes or being judged, and walked on eggshells around her.
Her perfectionist tendencies were rooted in childhood experiences where high expectations had been placed on her. This was something that continued with her family as an adult. Now, because she set the bar high for herself, she expected everyone else to be able to do the same.
I often say, ‘Before you can lead others, you need to be able to lead yourself, and self-leadership is key.’ For her to address the situation with her team, she had to do the work on herself first.
I coached her to address the root of perfectionism, raise her tolerance levels, and manage the perfectionist tendencies more effectively. Having done this, we worked on the external factors.
Once she started intentionally creating an environment of belonging — listening deeply (to both what was said and what was not said), showing vulnerability and fostering psychological safety, and valuing diverse perspectives, the team flourished. Engagement rose, and innovation followed.
What the research tells us
In my research with a diverse group of introverted women leaders, a clear theme emerged: when belonging and psychological safety were absent, confidence eroded and creativity was stifled, even in highly capable leaders.
Although my study focused on introverted women, the patterns are universal. The need to belong is a fundamental human motivation.
Psychological safety and belonging don’t just ‘feel nice.’ They are the soil in which confidence, influence, and impact take root and grow. Without them, talent remains underutilised, potential goes untapped, and they are more likely to leave and go elsewhere.
Practical ways to foster belonging and psychological safety
Here are three small but powerful shifts leaders can make:
✔️ Invite every voice.In meetings, ask quieter team members for their input (without putting them on the spot). This signals that all contributions are valued. Encourage people to challenge and be challenged without ridicule or judgment.
✔️ Normalise learning from mistakes.Share your own lessons learned to show that it’s safe to take risks, and that you yourself are not perfect.
✔️ Check in with your team.Regularly seek feedback from your team and be open to the answers.
These simple practices build the trust that allows people and performance to thrive.
The bigger picture
This is why my work increasingly centres on human-centred leadership: coaching leaders to lead with confidence, influence, and impact, while supporting organisations to create workplaces where everyone feels they belong and psychologically safe.
Because when people thrive, so does performance.
Over to you
How do you intentionally create a sense of belonging and psychological safety in your team? I’d love to hear your thoughts in the comments.
And if you’re curious about how you lead and how you can strengthen your confidence, influence, and impact, you can start with my free Confidence, Influence, and Impact Assessment.
Strategic thinking is one of the most valued leadership skills, yet many leaders find themselves stuck in the weeds of day-to-day operations. In this LinkedIn Live, I’ll share practical ways to strengthen your strategic thinking so you can anticipate opportunities, broaden your perspective, and lead with confidence and vision. Join me here.
In the latest Quietly Visible Podcast, I spoke with Lynise Green, N.D., about how introverted women in leadership can reclaim their energy and authenticity without giving in to hustle culture. She shares her own journey with burnout and offers practical ways to set boundaries, protect your energy, and lead with impact. Click here to listen.