How being heard is not the same as being right

A myth-busting series on psychological safety #2/6

What is psychological safety?

After busting the first myth “psychological safety means everyone is nice”, let’s move on to another big misconception: 

That if psychological safety is present, your ideas should be accepted. That your voice should win. That teams will go along with your suggestion because you dared to speak up.

Let's take another look at what psychological safety really is. It's the shared belief that a team is safe for interpersonal risk-taking. It means people feel free to speak up, ask questions, admit mistakes, challenge decisions, or share concerns, without fear of embarrassment, rejection, or punishment.

It does not mean people will always agree with you. In fact, disagreement is a sign that your team is working as it should.

Myth #2: psychological safety means you always get your way. 

This misunderstanding usually hides a deeper emotional need: to be validated. When leaders or team members speak up and are met with a counterpoint, or a “thanks, but no”, they may feel deflated. Some wonder: “Is it even safe to speak if no one agrees with me? Yes. It is. Because psychological safety is about being heard, not being obeyed.

What really happens in safe teams

In safe teams disagreements can work like this:

• People voice concerns and ideas freely, even if unpopular

• Leaders listen actively and explain decisions transparently

• Disagreement doesn’t equal disrespect

“You don’t need to be right to be worth listening to.” Amy Edmondson

Voice matters, even when it doesn't win

The research says: Speaking up still adds value Research from organizational scholar Ethan Burris found that employee voice, even when suggestions aren’t implemented, improves team learning, decision quality, and morale. When people contribute, and feel taken seriously, they’re more engaged. Even when the outcome doesn’t go their way.

Real-world insight: Pixar’s Braintrust

Pixar’s Braintrust is a regular feedback forum where filmmakers present rough versions of their stories to a group of trusted peers. Everyone gives feedback. Not every piece of feedback is used. Directors are not required to take notes, but they are expected to listen fully. That’s the deal: Be honest. Be open. Be accountable. This tension between openness and autonomy, is what fuels Pixar’s creative excellence.

Top tips to strengthen voice over victory

Here are my suggestions for leaders to support being heard without always agreeing:

• Acknowledge input explicitly: “I hear you. That perspective matters.”

• When saying no, explain why: link decisions to values, goals, or constraints.

• Emphasize the value of contribution over compliance.

• Avoid performative listening. Don’t nod through hard feedback—engage with it.

• Build reflection loops: after decisions, revisit input and outcomes together.

For non-native speakers: what being heard really means

For those newer to English, being heard means people really listen and consider what you say, even if they make a different choice. It’s not about always being agreed with. It’s about being taken seriously.

Bottom line: Psychological safety doesn’t guarantee your way. It guarantees your voice. And in great teams, voices matter. Even when they lead to different decisions.

Next up in the series: Myth #3 “Psychological safety guarantees job security.” Hint: It’s not about being untouchable. It’s about being unafraid to speak.

If you want to strengthen your leadership style or build a culture where people speak up and listen with respect, I’d be happy to explore that with you. Reach out for a no-obligation coaching consultation.

Warm regards, 

Tjessica Stegenga 

Leadership & Team Coach