Psychological safety is often discussed as a solution to many workplace challenges, but it works only when it is paired with the right level of performance expectations. This framework by Jeroen Kraaijenbrink shows how that balance affects the way teams work.

High psychological safety without challenge creates a comfort zone. People feel relaxed, but progress slows. High pressure without safety leads to anxiety and hesitation, where ideas stay unspoken and risks are avoided.

Real progress happens when people feel safe to speak up and experiment, while also being guided toward clear and meaningful goals. That is the learning zone, where teams grow, improve and innovate.

In my work with global teams, this balance looks different across cultures, but the principle is the same. People perform at their best when they feel respected, supported and expected to stretch themselves.

Leaders influence this through everyday actions: how they respond to mistakes, how they set expectations and how they listen. Psychological safety is not about making work easier. It is about creating the conditions that help people contribute at a higher level.

#Leadership #PeopleManagement #TeamCulture