Psychological safety has become foundational in organizational psychology since Edmondson (1999) introduced it. Google’s Project Aristotle later confirmed it as the most critical factor in high-performing teams (Rozovsky, 2016). But what if we could deepen this understanding by incorporating trauma research?
Where Traditional Approaches Fall Short
The conventional approach to psychological safety assumes that creating the right conditions naturally leads to greater speaking up. But for those whose nervous systems have been shaped by trauma, it’s not so simple.
Research shows approximately 70% of adults have experienced at least one traumatic event (National Council for Mental Wellbeing, 2023). These trauma responses follow people into professional settings, shaping how they interpret feedback and whether they speak up.
The Vigilance-Attunement Spectrum
Rather than viewing hypervigilance as something to eliminate, the vigilance-attunement spectrum recognizes it as an adaptive capacity that can evolve:
Hypervigilance (Narrowed Aperture)
- Focus: Threat detection
- Leadership: Protective and controlling
Partial Attunement (Intermediate State)
- Focus: Balance of threat and opportunity
- Leadership: Adaptive and contextual
Full Attunement (Widened Aperture)
- Focus: Full-spectrum awareness
- Leadership: Facilitative and empowering
This journey doesn’t eliminate vigilance but expands awareness to include opportunities alongside challenges.
Enhancing Psychological Safety
When we integrate these models, three powerful enhancements emerge:
- From Creating Conditions to Developing Capacity Developing the internal resources to speak up even when external conditions aren’t optimal
- From Binary to Spectrum Thinking Recognizing that safety exists on a spectrum and fluctuates across contexts
- From Deficit to Strength Perspective Seeing how trauma responses can become leadership assets when properly integrated
Practical Applications
- Multiple Voice Pathways: Creating diverse channels for contribution beyond verbal discussion
- Transparent Evaluation: Making criteria explicit and behavioral rather than stylistic
- Regular Safety Assessments: Monitoring safety perceptions consistently, not just when problems emerge
The future of psychological safety lies in understanding how people’s nervous systems interact with environments. By acknowledging trauma’s role in shaping how people experience safety, we create more inclusive approaches that work for everyone, not just those with secure histories.
With care and hope for the journey ahead,
Dr. J
About the Author: Dr. Jennifer Hayden (Dr. J) is an organizational consultant who helps leaders transform challenging personal experiences into leadership strengths while building psychologically safe environments. Her approach combines neuroscience, lived experience, and practical tools that have helped thousands navigate the journey from hypervigilance to attunement.
Learn more about her story and work →
#PsychologicalSafety #TraumaInformedLeadership #VigilanceAttunementSpectrum #WorkplaceCulture #OrganizationalPsychology
References
Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383. https://doi.org/10.2307/2666999
National Council for Mental Wellbeing. (2023). Trauma-informed care. https://www.thenationalcouncil.org/areas-of-expertise/trauma-informed-care/
Rozovsky, J. (2016, November 17). The five keys to a successful Google team. re. https://rework.withgoogle.com/blog/five-keys-to-a-successful-google-team/
