Healthy Teams
You’ve felt it before.
You want to speak up, but you know there could be consequences. Or maybe no one will care at all.
If your team doesn’t feel safe to speak up, offer feedback, or admit mistakes, burnout isn’t just possible, it’s highly likely.
Click here for a PDF on the most vital characteristics of your Error Reporting Mechanisms.
This video explores what psychological safety really means, why it matters more than ever in high-stress environments, and how leaders can build it intentionally over time. You don’t have to be perfect. You just have to be consistent, curious, and human.
Want to go deeper? Download the digital version of Let's Talk About Healthcare Burnout for a fuller look at psychological safety, peer support, and the leadership shifts that prevent burnout across entire organizations.
Download the Kindle version here.
Download the PDF version here.
Find the paperback here.
Because culture doesn’t change with one training—it shifts one safe, honest conversation at a time.
Further reading: The Workforce Institute at UKG. Mental Health at Work: Managers and Money. UKG; 2023. Accessed November 2025. https://www.ukg.com/learn/resources/white-paper/mental-health-work-managers-and-money
Reflection
Put yourself in the shoes of a new hire in your department.
Do you know how to report an error or near-miss?
Do you understand how to help the organization maintain quality and safety?
Do you understand your role in accomplishing the mission of the organization?
Key Terms
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A phenomenon in which one knows the right action to take but is constrained from taking it.
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The psychological, social, and spiritual impact of events involving betrayal or transgression of one's own deeply held moral beliefs and values occurring in high stakes situations.
Moral injury is not a recognized mental health disorder in itself, but may be associated with PTSD or depression.
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Stress can be defined as a state of worry or mental tension caused by a difficult situation.
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Psychological safety is a shared belief within a team or organization that it is safe to take interpersonal risks without fear of embarrassment, rejection, or punishment. It means coworkers and leaders can speak openly, ask questions, admit mistakes, share struggles, and challenge ideas without worrying about negative consequences.
In the context of burnout prevention and recovery, psychological safety is foundational. When employees feel safe to express stress, raise concerns, and seek support, organizations can address burnout early rather than react to full-scale crises. Conversely, workplaces where fear, shame, or silence dominate often see higher rates of exhaustion, disengagement, and turnover.
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Burnout is a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.
It is characterized by emotional exhaustion, depersonalization (cynicism), and decreased efficacy at work (wondering if one is making a difference).
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Depression is a mood disorder that causes a persistent feeling of sadness and loss of interest. Also called major depressive disorder or clinical depression, it affects how you feel, think and behave and can lead to a variety of emotional and physical problems. You may have trouble doing normal day-to-day activities, and sometimes you may feel as if life isn't worth living. (Mayo)
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Experiencing occasional anxiety is a normal part of life. However, people with anxiety disorders frequently have intense, excessive and persistent worry and fear about everyday situations. Often, anxiety disorders involve repeated episodes of sudden feelings of intense anxiety and fear or terror that reach a peak within minutes (panic attacks). (Mayo)
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Somatic practices help people release damaging, pent-up emotions in their body by using various mind-body techniques.