In high-performing workplaces, innovation and collaboration often come down to one thing: whether people feel safe to share their ideas, raise concerns, and admit mistakes. Perdasille Mesina, Certified Management Accountant, believes creating this kind of environment is one of the most important responsibilities of a leader.
“Promote psychological safety—where people feel safe to speak up,” Mesina tells Financial Adviser PH.
It’s not just about being approachable. It’s about intentionally building a culture where every voice matters and where team members know they won’t face backlash for contributing their perspective.
Why psychological safety drives performance
Mesina explains that when people fear being judged or punished, they hold back ideas, even when those ideas could improve results. The best solutions often come from open discussions where team members feel they can challenge assumptions without negative consequences.
“Encourage collaboration, not competition, and foster a culture of purpose and belonging,” she says.
For her, psychological safety isn’t a soft benefit—it’s a performance driver. Teams that feel safe are more willing to innovate, take calculated risks, and work together toward shared goals.
Connecting work to bigger goals
One of Mesina’s strategies for motivating her teams is to show how their contributions matter beyond their immediate tasks.
“Help team members to see how their work contributes to broader business and societal goals,” she says.
When employees understand the larger impact of their work, they become more invested in outcomes and more willing to engage in conversations about improving processes and solving problems.
Creating space for open communication
For Mesina, psychological safety is rooted in consistent, transparent communication.
“Communicate openly and often by keeping everyone informed and involved, being transparent about challenges and successes,” she says.
This approach builds trust. When team members see that their leaders are honest about both wins and setbacks, they’re more likely to respond in kind—sharing honest feedback, potential risks, and ideas for improvement.
Encouraging experimentation without fear
Mesina believes that fostering a culture of experimentation is essential in today’s rapidly evolving workplace. She actively encourages teams to test new tools, workflows, and approaches, even if they don’t succeed on the first try.
“Foster a culture of experimentation, ideation, and continuous learning to adapt to evolving tech landscapes,” she explains. “Allow teams to test new tools and workflows without fear of failure.”
This mindset not only sparks innovation but also strengthens adaptability—a skill that’s critical in fast-changing industries.
Enhancing the employee experience
Building psychological safety also means looking after the overall employee experience. Mesina advocates for flexible work arrangements, mental health support, and inclusive leadership practices.
“Inclusive leadership is about intentionally embracing diversity and ensuring that everyone has a voice and equal access to support and opportunities,” she says.
By removing barriers to participation and creating equal opportunities for growth, leaders can ensure that all team members feel respected and valued.
Leading by example
Mesina knows that culture starts at the top. She makes a conscious effort to demonstrate the work ethic, attitude, and values she expects from her teams.
“Lead by example,” she says. “Demonstrate the work ethic, attitude, and values you expect.”
When leaders model openness, respect, and a willingness to listen, it signals to employees that those behaviors are the standard.
The bigger picture
Mesina’s approach to leadership proves that psychological safety isn’t just about making the workplace more comfortable—it’s about making it more effective.
By creating a culture where people feel safe to speak up, leaders can unlock new ideas, improve collaboration, and build teams that are both engaged and high-performing.
“Promote psychological safety—where people feel safe to speak up,” she says again.
In a world where innovation and adaptability are key to survival, that kind of culture isn’t a luxury—it’s a competitive advantage.
