By: Peter Gandolfo originally published in Management Today

Psychological safety is a recurring theme in my coaching practice, with start-ups and Fortune 500 clients alike.

A client recently confided his fear that providing psychological safety was not enough to be an effective leader. I sought an example of an aspirational leader; one that epitomizes psychological safety. I immediately thought of Ted Lasso. 

An extremely popular show, Ted Lasso - and Coach Lasso himself - make us feel good. As a coach, he instills a sense of playfulness and optimism, even under tough circumstances. He gets results from his team by fostering learning, authenticity and growth. 

It's a powerful example for today’s leaders. His approach breaks from traditional leadership practices like commanding a room, for example. 

Amy Edmondson, the Harvard Business School professor who brought “psychological safety” mainstream, defines it as “a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes.” 

Using Edmondson’s research, The Fearless Organization developed a survey to measure a team’s psychological safety based on four components: willingness to help; inclusion and diversity; attitude to risk and failure; and open conversation. 

Here’s how Coach Lasso fosters each of these traits within his team. 

1. WILLINGNESS TO HELP IS A KEY WAY TO MEASURE SUCCESS

On psychologically safe teams, people feel comfortable asking for and offering help. There’s a shared feeling that one of us can’t win if other team members are struggling. 

Lasso pulls star player Jamie Tartt from a match; he’s not acting like a team player. Later, when Lasso welcomes him back, Tartt is more open to Lasso’s team-based approach to winning and becomes more integrated within the team, even reaping rewards off the field. 

2. ENSURE EVERY INDIVIDUAL FEELS INCLUDED IN THE TEAM

Team members who feel included are more likely to speak up, share ideas and contribute to the team. 

Lasso demonstrates that he cares about each team and staff member. Nate was accustomed to being treated like a lowly equipment manager, someone not worthy of acknowledgement. Ted treats Nate with respect. When the players see this, they slowly start shifting. When Nate later makes a call in a key match, it pays off. 

3. DON'T SHAME STAFF FOR MISTAKES - SUPPORT THEM

Teams that feel comfortable trying new things learn from mistakes, are more innovative and less likely to play it safe. They don’t hold failures against each other. 

Ted’s ultimate goal is to win, but when the team loses, he doesn’t yell or point the finger at one player for the loss. He takes a long view of winning, embracing the silver linings of failure. Rather than shaming or criticizing Danny Rojas when he loses his mojo, Lasso supports him by hiring a sports psychologist..

4. PRIORITISE OPEN CONVERSATION

When teams can speak freely, they are better equipped to address tough issues. This avoids groupthink, the common pattern of outspoken leaders who surround themselves with individuals unwilling to tell the truth - or uncomfortable with it.

Ted battles crippling panic attacks, which he initially tries to hide. When a journalist leaks his struggle, Lasso shows courage by speaking honestly and openly in a press conference - diffusing the power his secret has over him and setting an example that it’s okay to not be okay. Strength through vulnerability becomes one of his superpowers. 

Ted Lasso is an effective leader. His impact as an outsider to English football is a small victory for anyone who feels like an outsider. We all win when everyone believes their personal strengths are welcome on the team. It’s time to believe.