[MM] Psychological Safety in Meetings: Bring Relevant Perspectives into the Conversation

Every meeting contains thoughts and objections that remain unspoken. The question no one asks. The concern raised only after the meeting. Or expertise that exists in the room but never makes it into the discussion.

In this compact Lunch & Learn, I will explore the role psychological safety plays in changing that dynamic and how leaders can create an environment in which people feel able to ask questions, raise concerns, and challenge prevailing views. The session draws on Amy Edmondson’s research into psychological safety and team learning.

The goal is not to create the most harmonious meeting possible. Psychological safety does not mean everyone agrees. It creates the conditions in which different perspectives, uncertainty, and mistakes can be discussed openly.

What you will learn:

• How to tell whether your meetings involve genuine debate or mostly agreement
• The role psychological safety plays in speaking up and learning as a team
• Practical leadership behaviours that encourage greater candour in meetings
• How to create safety without lowering standards or accountability

Methods we will explore:

• The opening move: How the way you begin shapes what people are willing to say next
• Visible fallibility: How to signal that uncertainty and mistakes can be discussed openly
• Invited dissent: How to deliberately bring alternative perspectives into the conversation
• The close: How to capture unresolved issues and turn discussion into clear next steps

What you'll leave with:

You leave with three techniques you can apply immediately in your meetings.

Format:

10–15 minutes of expert input, followed by 10–15 minutes of open discussion and Q&A.