There's a phrase I've been thinking about a lot lately:
“You get your say, not always your way.”
It's a short sentence, but it says a lot. It's about voice, it's about respect, and it's about the kind of culture we're building–especially when we aim for continuous improvement.
In The Mistakes That Make Us, I wrote about the characteristics of learning organizations. One of the most important is encouraging people to speak up–not just about mistakes, but also about ideas, concerns, and potential risks.
But here's the nuance:
Psychological safety doesn't mean consensus. It doesn't mean you'll get your way every time.
It means your voice will be heard. It means leaders will listen thoughtfully. And ideally, it means your input will influence the outcome–even when it doesn't determine it.
That's a critical distinction for any organization, whether you're in healthcare, manufacturing, software, or a startup. Psychological safety is about inviting participation and then honoring it. It's not a guarantee of agreement–it's a promise that people will be treated with dignity and their contributions will be taken seriously.
When people feel like their input is ignored–or worse, punished–they stop contributing. Sometimes it's out of fear. Other times, it's because they believe it's futile.
Leaders have a key role here. It's not enough to say “thanks for the idea.” Respectful leadership goes a step further:
“Here's how we considered your input, and here's why we're taking a different direction.”
That kind of transparency turns what could be a disappointing moment into a teachable one. And that builds trust over time.
In continuous improvement cultures–those grounded in kaizen–we need to make space for disagreement. For honest dialogue. For hearing multiple perspectives and then making informed, thoughtful decisions. That's how we get better. That's how we build stronger systems.
And yes, that's how we move forward together.
So I'll leave you with a question:
Have you ever felt truly heard–even when your idea wasn't chosen?
What difference did that make for your motivation or your trust in leadership?
My Recent Shingo Institute Webinar
Want to hear more on this subject? Here's my recent 30-minute webinar for the Shingo Institute:
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Let’s work together to build a culture of continuous improvement and psychological safety. If you're a leader looking to create lasting change—not just projects—I help organizations:
- Engage people at all levels in sustainable improvement
- Shift from fear of mistakes to learning from them
- Apply Lean thinking in practical, people-centered ways
Interested in coaching or a keynote talk? Let’s start a conversation.
