Leading people is hard. Leading people in healthcare is even harder. There is no rulebook, and most healthcare professionals are expected to lead without ever being taught how.

Many healthcare leaders have inherited old ways of leading. These approaches may have worked in the past, but research shows they can hurt employees over time. Even when results look good, toxic leadership styles can affect people’s mental health, team communication, and trust.

If we want better outcomes in patient care, we need to start by changing how we lead. That’s where psychological safety in healthcare leadership comes in. It helps leaders build better relationships with their teams and create safer, healthier workplaces.

Let’s explore three big mindset shifts that help make this change possible.

1. Misbehavior Might Be a Sign of Trauma

Sometimes when a team member acts out, we call it misbehavior. But it could be a sign of something deeper. Many adults are still trying to heal from things that happened to them as kids. Psychologist Erik Erikson talked about eight stages of emotional growth. If people don’t get to fully grow through a stage, they can get emotionally stuck.

That means when someone seems “difficult,” they may just be doing what they know. Their behavior could be a response to past hurt or fear. As a leader, instead of judging them, try to understand them. This helps build psychological safety and opens the door for support and change.

2. Your Past Affects Your Leadership

You’ve probably heard the saying, “hurt people hurt people.” It’s true, especially in leadership. If a leader hasn’t healed their own trauma, they can pass it on to others, often without even knowing it.

This doesn’t always show up as yelling or being mean. Sometimes, it’s being distant, overly strict, or emotionally unavailable. These behaviors can make employees feel unseen or unsafe.

If you want to lead well, start with yourself. Do your healing work. Talk to a therapist or coach. Becoming a better leader starts with becoming a healthier person.

3. Respect Should Go Both Ways

Old leadership habits often sound like “Do what I say,” or “Because I said so.” These sayings are one-sided. They don’t invite trust or respect from others.

Respect isn’t just something employees owe leaders. It should go both ways. When a leader says “please,” “thank you,” or “I’m sorry,” it models how to treat others with dignity.

If you want your team to respect you, show them what respect looks like. That includes apologizing when you make a mistake. This is one way to build a culture of psychological safety in healthcare leadership.

Psychological Safety in Healthcare Leadership

Changing how you lead takes time and practice. But these small shifts can create big changes. By making your workplace feel safer and more supportive, you help your team become stronger, healthier, and more connected.

We don’t need to lead the way it’s always been done. We can do better—for ourselves, our teams, and our patients.

Need a speaker? Learn more about Dr. Maiysha’s speaking and trainings. Bring the tools of trauma responsive communication into your organization and create psychological safety in your organization. Increase employee engagement, fulfillment, and retention.  Contact us today and schedule a call with Dr. Maiysha to learn how we can improve your workplace culture. https://mindremappingacademy.com/corporate-programs