In my last post, I explored how psychological safety begins when we move beyond surface-level communication and create space for people to speak, question, and contribute without fear. Together, we explored what happens when intentions go unspoken—and how that silence can quietly erode trust.
But naming the problem is just the beginning.
The real question is: How do we build the kind of environment where people feel safe enough to show up fully?
That’s where this part of the journey begins.
Psychological safety doesn’t appear overnight. Like any tool forged by heat and pressure, it takes time and intentional steps to build...
The “Iron Sharpens Iron” Approach: Why Friction Isn’t the Enemy
There’s a familiar and powerful proverb that grounds this work: As iron sharpens iron, so one person sharpens another.
But sharpening doesn’t happen in comfort. It happens in friction, in challenge, in the tension between differing ideas. The key is that this friction must occur in a context of trust and respect, not fear or power imbalance.
Picture this:
Trust is the forge. It’s what gives us the strength to show up honestly.
Dialogue is the sharpening tool. It refines our perspectives and builds collective wisdom.
Psychological safety is the heat. Without it, our tools go dull—or worse, they break under pressure.
It all comes down to friction.
In a psychologically safe space, friction leads to growth.
In an unsafe space, friction leads to fracture.
Friction—whether it’s disagreement, feedback, or a difficult conversation—only leads to growth when people trust that it won’t harm them.
So, to add to the list above…
In a psychologically safe environment:
- Friction refines us, not breaks us.
- Conflict fuels collaboration, not isolation.
- Mistakes become momentum, not marks against us,
But psychological safety doesn’t appear overnight. Like any tool forged by heat and pressure, it takes time and intentional steps to build. If friction is what shapes us, then the Four Stages of Psychological Safety help us understand how that shaping happens over time.
Timothy R. Clark offers a step-by-step breakdown of how psychological safety evolves:
- Inclusion Safety – I feel accepted and valued for who I am.
- Learner Safety – I feel safe to ask questions, try new things, and make mistakes.
- Contributor Safety – I feel confident sharing ideas and being part of meaningful work.
- Challenger Safety – I feel empowered to speak up, critique, and propose better solutions.
Each stage builds on the last—deepening trust, strengthening collaboration, and creating the kind of culture where friction leads to transformation, not trauma.
When people feel included, supported, and safe to speak up—even when it's hard—we unlock growth, innovation, and deeper connection.
From Insight to Action: Shaping the Conditions for Safety
Understanding psychological safety is one thing, but creating it is the real work. Just like metal shaped in a forge, teams and communities don’t strengthen by chance. They’re shaped by everyday actions, deliberate choices, and the emotional tone we set.
Psychological safety isn’t abstract—it’s practical. It’s built in the how: how we listen, how we respond, how we handle disagreement, and how we model vulnerability.
Here are a few ways we can start shaping that kind of environment in our schools and workplaces:
Model Vulnerability and Humility: When leaders admit mistakes, ask for help, or say “I don’t know,” it signals to others that it’s safe to do the same. (And yes…that means all of us. We are indeed all leaders.)
Reframe Conflict as Curiosity and Collaboration: Rather than avoiding disagreement, invite it—with respect. Ask, “What are we missing?” or “What would make this better?”
Name Power Dynamics: We can’t dismantle what we won’t name. Acknowledging who holds power in the room—and actively inviting voices from the margins—helps distribute safety more equitably.
Normalize Feedback and Reflection: Make time for check-ins, debriefs, and honest conversation. Celebrate questions. Learn out loud.
Center Inclusion as a Right, Not a Reward: No one should have to earn the right to belong. Psychological safety starts with honoring every person’s dignity—without condition.
Listen to Understand, Not Just Respond: Real listening is not about waiting your turn to speak. It’s about tuning in—emotionally, contextually, and intentionally.
Declare Your Intent: Before giving a directive, pause to share the reason behind it. When people understand the “why,” trust grows and resistance fades.
Make the Unspoken Spoken: As I shared in my previous post, ignoring the “elephants in the room” weakens culture. Acknowledging them strengthens it.
(Okay… so it’s a long “few”— But let’s be honest… every one of them counts.)
Final Thought: One Small Shift...
Culture change doesn’t require an all-at-once, system-wide overhaul. It starts with one intentional move.
- One more question asked with curiosity.
- One less assumption.
- One email that names intent.
- One meeting where disagreement is welcomed, not silenced.
It starts small.
It starts now.
It starts with you.
What’s one small shift you can make today to create more psychological safety in your space—whether that’s your classroom, your team, or your community?
Because when trust is forged and dialogue is the sharpening tool, we don’t just build better teams—
we shape the kind of schools, systems, and futures we’d be proud to pass on.
As an Ombuds, creating spaces where people feel safe to speak up, ask questions, and challenge with respect is at the core of what I do. Psychological safety isn’t just a concept I talk about—it’s a condition I work to help build every day. Because when we name what’s unspoken and lead with clarity and care, we don’t just resolve conflict—we strengthen the culture from the inside out.
Explore resources and connect at: www.grps.org/ombuds
Maleika Joubert Brown, Ed.S.
Ombudsperson, Grand Rapids Public Schools
www.grps.org/ombuds
References
Clark, T. R. (2020). The 4 stages of psychological safety: Defining the path to inclusion and innovation. Berrett-Koehler Publishers.
