Cultivating psychological safety in cross-cultural teams

Cross-cultural teams bring a wealth of perspectives, fostering innovation and driving market penetration. However, unlocking their full potential hinges on an often overlooked element - psychological safety.

Psychological safety, defined by Harvard Business School professor Amy Edmondson as ‘a shared belief held by members of a team that the team is safe for interpersonal risk-taking,’ is the foundation of effective collaboration. It allows individuals to feel comfortable voicing ideas, asking questions, admitting mistakes, and challenging the status quo without fear of negative consequences or social repercussions.

While crucial in any team setting, its significance is amplified exponentially in cross-cultural contexts, where inherent differences in communication styles, power dynamics, and cultural norms can easily breed apprehension and silence.  

The costly absence of psychological safety

The absence of psychological safety in cross-cultural teams can be costly. Research consistently demonstrates a direct correlation between psychological safety and key organisational outcomes. A study by Google, Project Aristotle, identified psychological safety as the single most important factor in predicting team effectiveness. Teams with high psychological safety exhibited greater innovation, faster learning cycles, and improved performance.

Conversely, a lack of safety can lead to reduced information sharing, where individuals from cultures with high power distance or indirect communication styles may be hesitant to voice concerns or dissenting opinions, leading to missed opportunities and potential errors. It can also result in increased conflict and misunderstanding, as differing communication norms and interpretations can escalate misunderstandings into unproductive conflict, hindering collaboration and eroding trust.

In addition, lower engagement and higher turnover can occur when individuals feel unsafe to be themselves or contribute authentically, leading to decreased productivity and increased attrition rates – a particularly expensive challenge in global talent markets.

The safe advantage

Cultivating psychological safety in cross-cultural teams requires a deliberate approach from the senior leadership team. It demands a shift in mindset and the implementation of specific strategies:

1. Foster inclusive leadership

Research by Deloitte highlights that inclusive teams are six times more likely to be innovative and eight times more likely to achieve better business outcomes. Leaders need to actively model vulnerability and open communication as admitting mistakes, seeking diverse perspectives, and demonstrating genuine curiosity about different cultural viewpoints sets the tone for the entire team.

2. Establish clear norms and expectations

Define team norms that prioritise respect, active listening, and constructive feedback. This includes establishing ground rules for communication, decision-making, and conflict resolution, considering potential cultural nuances. For instance, in cultures where direct feedback is common, leaders may need to guide team members on delivering feedback in a way that is perceived as constructive rather than critical by individuals from more indirect cultures.  

3. Create opportunities for intercultural dialogue

Facilitate regular opportunities for team members to learn about each other's cultural backgrounds, communication styles, and working preferences. This can be achieved through dedicated team-building activities, cross-cultural training programmes, and informal social interactions. Research suggests that increased intercultural competence directly contributes to improved communication and reduced conflict in diverse teams.  

4. Implement inclusive communication strategies

Be mindful of language barriers and communication styles. Encourage active listening, clarify assumptions, and utilise multiple communication channels to ensure everyone feels heard and understood. Leaders should actively solicit input from all team members, ensuring that quieter voices are given space to contribute.  

5. Embrace diverse perspectives
   

Research in organisational psychology shows that teams with diverse perspectives are more creative and make better decisions. Acknowledge and celebrate the unique contributions that each cultural background brings to the team. Frame differences not as obstacles, but as valuable assets that enrich problem-solving and innovation.

6. Foster a culture of learning from mistakes

Create an environment where mistakes are seen as learning opportunities rather than grounds for blame. Encourage open discussion of errors and focus on identifying systemic issues and implementing improvements. This is particularly important in cross-cultural teams, where misunderstandings due to cultural differences can occur.  

7. Monitor and measure

Regularly assess the level of psychological safety within the team through anonymous surveys, feedback sessions, and observation. Tracking progress and identifying areas for improvement is crucial for continuous development.

In a globalised world, the ability to harness the collective intelligence of diverse teams is a significant competitive advantage. However, this potential can only be fully realised when leaders actively cultivate a culture of psychological safety. It requires a conscious shift in leadership mindset, a commitment to inclusive practices, and a deep understanding of the complexities of cross-cultural interaction.

The global safety net is the essential infrastructure for building successful, sustainable, and truly global teams. By proactively fostering an environment where all team members feel safe to contribute their unique perspectives and challenge the status quo, leaders can unlock the potential of their global talent, driving innovation, enhancing performance, and ultimately securing a sustainable competitive advantage in the global marketplace.

At Acumen we’re dedicated to equipping leaders with the practical tools to tackle real-life challenges. Our comprehensive range of training and development programs, including customised interventions and off-the-shelf courses, help organisations foster a culture of respect and empower their employees. To learn more about our programs and how they can benefit your organisation, please contact Simon at simon@askacumen.com.