The Feelings That Positively Impact Your Team
Team members who feel psychologically safe, confident, and valued positively impact their team and those they support. They take ownership of their work, offer creative, new ideas, and thrive even during difficult times.
Even with the positive impacts that safety, confidence, and value bring, however, my coaching clients don’t tell me, “I want my team members to feel psychologically safe, confident, and valued.” Instead, they come to our sessions ready to relay recent situations they and their team have experienced. Then they share the obstacles they see getting in the way of positive results.
At times, a situation shared is from the leader’s perspective. For instance, a client once told me that despite his ongoing efforts to help a team member see her strength in communicating with difficult customers, she still doubted herself and focused on her weaknesses. My client came to our call ready to dig deeper to determine how to help his team member gain confidence and see the value she brought to the team.
Other times, leaders I coach share a challenging situation they’ve experienced with their own leader. One such client relayed a situation where a senior-level leader let her down by communicating confidential information she’d asked the leader not to share with anyone.
In the first example above, the leader was doing the work to help his team member feel psychologically safe, confident, and valued. In the second example, my leadership coaching client was on the receiving end of feeling anything but.
6 Leadership Practices to Implement
It’s a privilege to lead people in an environment where everyone feels psychologically safe, confident, and valued. If the path to get there feels challenging for you right now, though, you can make a commitment to implement the following practices.
- Foster Psychological Safety Through Trust and Transparency
Psychological safety forms the foundation of a high-performing team. When employees know they can speak up without fear of ridicule or punishment, they engage more, innovate freely, and contribute meaningfully.
To take the first step in creating this environment, encourage open discussions, admit mistakes, and respond to feedback with curiosity. When team members see that vulnerability isn’t punished but respected, they follow suit.
Transparency also plays a key role. Share the ‘why’ behind decisions, involve the team in problem-solving, and provide regular updates about organizational changes. Open communication builds trust, and trust fuels safety. - Give Meaningful Recognition and Appreciation
People want to know their contributions matter. A simple thank you is nice, but truly impactful recognition goes deeper.
Make recognition specific and personal. Instead of the generic, “Great job,” highlight what made the work outstanding with something like, “Your presentation was very clear and helped us win the client’s trust.” This kind of acknowledgment reinforces positive behaviors and builds confidence.
Recognition also doesn’t always have to come from the top. Encourage peer-to-peer appreciation within the team. When leaders create a culture where people regularly acknowledge each other’s efforts, everyone feels more valued. - Provide Clear Expectations and Autonomy
Unclear expectations create frustration and insecurity. Team members thrive when they know what’s expected, how success is measured, and what they can do to improve. Provide clarity in such areas as defining roles, outlining project objectives, and setting performance standards.
It’s also important to balance guidance with autonomy. Micromanagement kills motivation while trust inspires ownership. Set clear goals, and then step back and let the team determine the best way to achieve them. When leaders trust their people to make decisions, team members grow in confidence and capability. - Invest in Growth and Development
Leaders who prioritize development show their team members that they’re valued not only for what they can do today but also for what they can become in the future.
Growth-focused leaders provide opportunities for learning through mentorship, stretch assignments, and professional development programs. They also create space for regular career conversations that include questions like, “Where do you see yourself growing?” and “How can I support your development?”
When leaders actively invest in their team members, employees feel seen, supported, and motivated to bring their best every day. - Create a Culture of Accountability Without Blame
Accountability should never be about fear or finger pointing. Instead, make it about learning and progress. Strong leaders set the tone by holding themselves accountable first. When they make a mistake, they own it. When they commit to something, they follow through.
For team members, accountability works best when it’s framed as an opportunity for growth. Instead of focusing on blame, for example, a team member could be asked, “What can we learn from this?” or “How can we improve next time?”
It’s also important to address poor performance constructively. When problems are ignored, resentment builds. Instead of brushing problems under the proverbial rug, provide clear, direct feedback, and offer support to help team members improve. When accountability is fair, consistent, and rooted in development, it strengthens both individual and team confidence. - Lead with Empathy and Presence
Empathy is often called a soft skill. I see it as a leadership superpower. Team members don’t just need direction; they need leaders who understand their challenges and genuinely care about their well-being.
Leading with empathy starts with listening. Take time to check in, ask thoughtful questions, and pay attention to body language. When a team member struggles, offer support instead of judgment. Small gestures, like remembering personal details or acknowledging stress during high-pressure times, build strong connections.
Presence also matters. When leaders are constantly distracted or unavailable, employees feel unimportant. Make time for one-on-one conversations, be fully present in meetings, and show up when it matters most. When leaders make their people a priority, employees feel valued.
It’s Time to Create That Supportive Environment
Great leadership isn’t about having all the answers for every possible situation. It’s about creating an environment where people feel safe, confident, and valued enough to bring their best every day.
The best leaders don’t just manage—they inspire and encourage their team members. And when teams feel supported, they achieve more than anyone thought possible.
