Building Safety: Why Psychological Security is Your Most Powerful Leadership Tool

Let’s imagine the setting of a city council meeting. A controversial development project is on the agenda. Your planning director has concerns about potential issues but hesitates to speak up fully. Your public works manager has insights that could prevent future problems but stays quiet. Sound familiar?

In yesterday’s post, we introduced the three key elements of high-performing organizational cultures from Daniel Coyle’s “The Culture Code.” Today, we’re diving deep into the first and most fundamental element: building safety.

The Municipal Safety Paradox

Here’s the irony: While cities invest heavily in physical safety – from workplace protocols to emergency preparedness – psychological safety often remains an afterthought. Yet, in Coyle’s research, this invisible form of safety emerged as the foundation of every high-performing organization.

For city managers, this presents both a challenge and an opportunity. How do we create an environment where people feel secure enough to voice concerns, share ideas, and take innovative risks, especially within the constraints of public sector accountability?

What Psychological Safety Looks Like in City Hall

Imagine these scenarios:

• A junior staff member feels confident flagging potential issues in a major infrastructure project
• Department heads openly discuss challenges without fear of political repercussions
• Team members bring forward innovative solutions, even if they challenge “the way we’ve always done it”
• Cross-departmental meetings feature robust, honest dialogue rather than polite silence

This isn’t about creating a consequence-free environment – it’s about building a foundation where truth can surface before it becomes a crisis.

The Three Pillars of Municipal Psychological Safety

Based on Coyle’s research and adapted for municipal contexts, here are the key elements of building safety in your organization:

1. Send Belonging Cues

Small signals that communicate “you belong here” and “your voice matters”:

• Making eye contact during meetings
• Calling on quieter voices intentionally
• Acknowledging contributions specifically
• Following up on suggestions, even if not implemented

2. Create Connection Before Content

Begin interactions by establishing human connection:

• Start meetings with brief check-ins
• Share appropriate challenges you’re wrestling with
• Acknowledge the complex realities of public service
• Create informal spaces for team connection

3. Anticipate and Normalize Struggle

Frame challenges as natural parts of growth:

• Openly discuss the inherent difficulties of municipal work
• Share stories of past challenges and how they were overcome
• Acknowledge when things are hard
• Celebrate learning from setbacks

Practical Steps for Building Safety Today

1. The Meeting Reset
   Start your next department head meeting differently. Begin with: “Before we dive in, what’s one challenge you’re proud of handling this week?” This simple question signals that sharing struggles is normal and valued.
2. The Open-Door Upgrade
   Don’t just say you have an open door – prove it. Schedule regular 15-minute “no agenda needed” check-ins with team members. Make yourself genuinely available for concerns and ideas.
3. The Response Ritual
   When someone raises a concern or shares an idea, implement the “Three A’s” response:
   • Appreciate: Thank them for speaking up
   • Acknowledge: Validate the thought they put into it
   • Act: Commit to a next step, even if small
4. The Safety Audit
   • In your next leadership team meeting, ask:
     • “What’s the last idea you didn’t share and why?”
     • “What makes it easier or harder to speak up here?”
     • “What could make it safer to bring up concerns?”

The ROI of Psychological Safety

Building safety isn’t just about making people feel good. In municipal government, it’s about:

• Catching potential issues before they become crises
• Fostering innovation within bureaucratic constraints
• Improving service delivery through honest feedback
• Building trust that extends beyond city hall to the community

Your Challenge This Week

Choose one meeting tomorrow. Before diving into the agenda, pause and ask yourself:

• What belonging cues am I sending?
• How can I create connection before content?
• How might I better normalize the struggles we face?

Then make one intentional change to build safety in that meeting. Watch what happens to the quality of discussion and ideas that emerge.

Remember, psychological safety isn’t built in a day, but it can be strengthened in every interaction. Each signal you send that says “it’s safe to speak up here” is an investment in your organization’s future performance.

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Transform Your Municipal Culture in 2025

Creating a psychologically safe environment is just one piece of the cultural transformation puzzle. The Municipal Leadership Development Circle (MLDC), launching January 2025, provides a comprehensive framework for building and sustaining a high-performing municipal culture.

Through daily insights, peer learning, and expert guidance, you’ll develop the skills to create an environment where innovation thrives and excellence becomes the norm. Why wait to build the culture your city deserves?

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Seth Winterhalter is President of HaltingWinter Municipal Solutions, dedicated to making stronger cities through stronger leaders. Through executive coaching, consulting, and the Municipal Leadership Development Circle (MLDC), HaltingWinter helps city managers and municipal leaders transform their leadership impact and their organizational culture.