Design Teams Need Psychological Safety: Here’s How to Create It
Summary
The highest-performing teams have one thing in common: psychological safety — the shared belief that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea. Studies show that psychological safety allows for moderate risk-taking, speaking your mind, creativity, and collaboration — just the types of behavior that lead to successful products and services. Creating psychological safety in a workplace - although at times a challenge - can be done. This interactive talk will present the key action steps that DesignOps professionals can immediately take to boost psychological safety in their design teams and create psychological safety between cross-functional teams.
Key Insights
-
•
Psychological safety is a neurobiological state governed by the autonomic nervous system, reflecting connection and calm.
-
•
Trust and safety differ: safety is a nervous system state, while trust is about relational dynamics.
-
•
Our nervous system moves up and down the 'autonomic ladder' from safe to mobilized (fight/flight) to immobilized (shutdown), impacting thinking and behavior.
-
•
Triggers at work like unexpected meetings, criticism, and toxic vulnerability can push people down the ladder, impairing performance.
-
•
Google’s Project Aristotle found psychological safety, not individual talent, is the key driver of effective, high-performing teams.
-
•
Creating safety requires explicit conversations about what makes individuals feel safe and crafting specific, observable team agreements.
-
•
Connection and co-regulation with others help individuals move back up the autonomic ladder after being triggered.
-
•
Safety includes protections, especially for marginalized groups who face greater systemic risks impacting their ability to be vulnerable.
-
•
Remote work amplifies existing culture; good cultures adapt and maintain safety remotely, toxic cultures worsen.
-
•
Leadership accountability and willingness to acknowledge mistakes are vital to rebuilding trust and psychological safety after breaches.
Notable Quotes
"Safety is a state of our nervous system, when our autonomic nervous system is in a safe state, we feel connected."
"If I make a mistake on our team, it’s not gonna be held against me; my team won’t disconnect from me."
"Our nervous system is ancient; it can’t tell the difference between an angry email and a tiger lurking."
"Psychological safety is the number one factor determining team effectiveness and performance."
"When we’re not safe, our thinking brain — the neocortex — shuts down and operating IQ drops by half."
"Connection means feeling seen, heard, and valued; that’s what creates psychological safety."
"Psychological safety is the foundation; without it you get a culture of transaction and silence."
"Sometimes the entire leadership team quitting at once is a big sign cultural safety is failing."
"Creating safety requires specific, behavioral agreements you can observe and practice."
"Co-regulation means someone who is safe can help bring another out of a triggered state."
Or choose a question:
More Videos
"We had to convince our director and executives by showing how the repository added real value for the product team."
Taylor Jennings Joe Nelson Alex KnollRepository Retrospective: Learnings from Introducing a Central Place for UX Research
March 9, 2022
"Not everyone has the same capacity to aspire to a future; this is critical when working with marginalized communities."
Nicole AleongFuture Orientations to Everyday Life: Futures Anthropology as a Methodology
March 26, 2024
"Innovation labs don’t work because their mission is to be innovative, not necessarily to solve real customer problems."
Jeff GothelfInnovation Studios: the Engines of Enterprise Experimentation
May 14, 2015
"Accessibility is more of a process than a result; it starts at the very beginning of product development with research including disabled users."
Saara Kamppari-MillerDesignOps for Inclusive Design and Accessibility
May 26, 2022
"We need to reject the notion that work is our only identity."
Tess DixonC'mon Get Happy
September 29, 2021
"We ran ambient workshops so folks could contribute on their own time and remove the friction of synchronous meetings."
Liam ThurstonWhy Your Design Team Is Quitting, And How To Fix It
June 10, 2022
"Careers as ladders are what HR wants, but careers aren’t linear; they should be a jungle gym."
Ian SwinsonDesigning and Driving UX Careers
June 8, 2016
"Choosing the right hill to die on is so important and so hard; the problems that matter come around again and again."
Leisa ReicheltOpening Keynote: Operating in Context
November 7, 2018
"Without a design ops function, teams make their own flavors that dilute brand and accessibility."
Rachael Greene Alison DavisBuilding a Design Ops Practice that Really Works (Most of the Time)
October 2, 2025
