Lead with Heart: Building Psychological Safety in Your Workplace

0:00At Verbo, we understand that even the best of plans sometimes need a little support, so we've planned for the plot twists. Every booking is automatically backed by our Verbo care guarantee, giving you confidence from the very start. Whenever you need help, it's ready, before you stay through the moments in between and after your trip. Because a great trip starts with peace of mind, and maybe a good playlist, but we've got the peace of mind part covered. With its two juicy beef patties and three slices of melted cheese topped with tangy big arch sauce, the big arch is what happens when you start making a McDonald's burger and never stop. The big arch, the most McDonald's McDonald's burger yet, for limited time. Welcome back to the Women's Leadership Podcast, where we empower women to lead with strength, heart, and unapologetic authenticity. I'm your host, and today we're diving into leading with empathy, specifically how you as a woman leader can foster psychological safety in the workplace to unlock your team's true

1:00potential. Picture this. You're in a high stakes meeting at General Motors, where CEO Mary Barra sets the tone. Her leadership rooted in inclusion, innovation, and continuous improvement creates a space where every voice matters. Employees feel valued, motivated, and bold enough to innovate. That's psychological safety in action, a term coined by Harvard Business School Professor Amy Edminson in 1999. It's not just about physical safety, it's the freedom for your team to speak up, take risks, share ideas, and even mess up without fear of judgment or reprisal. Why does this matter for us as women leaders? A catalyst study reveals that employees under empathetic leaders are three times more likely to stay with their companies. Harvard Business Review echoes this, showing higher engagement, motivation, productivity, and lower turnover. For women, it's even more critical. In psychologically unsafe environments, biases in stereotypes silence us. Women of color, disabled women, and underrepresented groups feel it deepest, leading to burnout,

2:03stalled careers, and fewer female leaders rising. But flip the script, safe teams drive agility, innovation, and better outcomes, as noted by experts like Alex Bishop and Debbie Robinson. So how do you build it? Start by making it explicit. Talk openly with your team about psychological safety's link to innovation and inclusion. Lead by example, like Dr. Kismakia Corbett at the National Institutes of Health. During the global crisis, she balanced assertiveness with empathy, building trust, setting clear goals, and ensuring everyone felt heard, guiding her team to develop a life-saving vaccine. Embrace active listening and emotional intelligence, as senior software engineer Savita Raganaten at Red Hat advises. Being attuned to emotions, fosters, trust, and respect. Also create norms and expectations with your team for fairness and predictability. Encourage open communication, check in genuinely on well-being, and promote inclusivity by challenging biases. Offer mentorship, ally ship, especially for men, and support work-life balance.

3:09When challenges arise, like a teammate's personal loss, respond with compassion, adjusting workloads as one manager did for John after his sister's tragic accident. To pay off, increased collaboration, creativity, problem-solving, productivity, retention, and diversity. EY research confirms, women with high emotional intelligence make superior decisions. Bain and company adds that empathy boosts customer satisfaction by over 80%. Listeners, step into this power today. Frame feedback constructively, model vulnerability, and watch your team thrive. You're not just leading? You're transforming workplaces into launch pads for women's success. Thank you for tuning in to the Women's Leadership Podcast. Subscribe now for more and powering insights. This has been a Quiet Please production. For more, check out QuietPlease.ai This episode is brought to you by Intuit QuickBooks Bill Pay. Growth is the goal, but the paperwork is a trap.

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