Why Open Conversation Matters
A team’s ability to have honest, direct conversations is one of the clearest indicators of psychological safety. It affects everything: decision-making, conflict resolution, trust, and performance. Without open conversation, even the most talented teams can falter.
Open Conversation is the domain that reveals whether people feel safe to speak up with tough feedback, express dissenting opinions, and raise uncomfortable truths. It’s not just about communication, it’s about candor, care, and courage.
When this domain is strong, ideas are challenged constructively, difficult topics are surfaced early, and team members feel confident bringing up concerns before they become problems. When it’s weak, silence takes over. People withhold what they’re really thinking, and trust erodes under the surface.
What the Score Means
In the Psychological Safety Index, Open Conversation reflects whether team members feel able to share openly, especially when it’s difficult.
A high score indicates:
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People are willing to challenge ideas without fear of reprisal
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Feedback flows in all directions, including up
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Disagreements are seen as productive, not personal
A low score may signal:
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Fear of speaking truth to power
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Avoidance of difficult conversations
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Decisions made without input from the people most affected
Global Benchmarks
Open Conversation tends to vary widely across teams and industries, with a high median score and a wide variance. In hierarchical or fast-paced environments, it often scores lower than expected, even in teams that feel collaborative on the surface.
It’s important to note that high scores in other domains, such as Willingness to Help or Inclusion & Diversity, don’t always guarantee open dialogue. People may feel supported or welcome, but still hesitate to voice disagreement or challenge authority.
Key Mindsets and Behaviors
To strengthen Open Conversation, teams need both the mindset that truth-telling is a form of care, and the discipline to engage in it with skill.
Mindsets to adopt:
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“Silence is more dangerous than disagreement”
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“Feedback is a gift that helps us grow”
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“My voice matters, even when it’s uncomfortable to speak”
Helpful behaviors include:
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Inviting dissent by asking “What are we missing?” or “Who sees it differently?”
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Framing feedback as care, not criticism
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Creating norms for respectful challenge and productive conflict
Red Flags to Watch For
Teams with low psychological safety in the Open Conversation domain often show clear warning signs. These include:
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Lack of questions or pushback during meetings
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“Meeting after the meeting” conversations, where real opinions are only shared in private
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Hesitancy to give or receive feedback
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Conflict that’s either avoided completely or handled destructively
These red flags point to a team culture where people may feel they need to self-censor or “go along to get along,” which leads to poor decisions and missed insights.
Practical Steps to Improve This Domain
Open Conversation doesn’t happen by accident. It must be nurtured through intention, structure, and example.
1. Ask open-ended questions
Instead of asking for agreement, ask for ideas or alternatives. “What concerns you about this approach?” can reveal far more than “Does everyone agree?”
2. Set norms for disagreement
Create team agreements about how to challenge ideas respectfully. Normalize the idea that disagreement is expected and healthy.
3. Create protected spaces for candor
Use anonymous feedback tools or facilitate discussions to surface hard truths. Over time, this builds trust and reduces the need for anonymity.
4. Practice active listening
When someone shares difficult feedback, thank them. Ask clarifying questions and show you’re willing to learn, not just defend.
5. Model it at the top
Leaders must go first. When they admit mistakes, receive feedback well, and invite honest dialogue, others feel safer to do the same.
Wondering how your team measures up in their Open Conversation?
We offer a simple and effective team assessment tool that provides anonymous insights into your team's psychological safety levels. Both an overall score as in the four domains. This invaluable assessment is the first step towards unlocking your team's full potential.
