The Evolving Challenges of Tech Leadership

​Building High-Performing Teams: The Power of Shared Values and Psychological Safety

A blog based on conversations between Adrian Prodger of Exalto Consulting and Cassy Calvert - Hub Director at Sogeti

When it comes to leadership, building high-performing teams is a real skill. It's not just about bringing talented people together—it’s about creating an environment where shared values and trust make everyone feel safe to contribute and thrive.

Balancing Shared Values and Psychological Safety

The connection between shared values and psychological safety is at the heart of high-performing teams. Cassy emphasises that while shared values provide direction, psychological safety creates the environment where those values can be lived out authentically. Together, they enable teams to innovate, collaborate, and navigate challenges effectively.

Key strategies:

• Define and live your values:

  Ensure that your organisational values resonate across every team. Conduct regular value-sharing exercises to connect personal values with organisational goals.

• Encourage open dialogue:

  Foster an environment where employees feel safe to express opinions, admit mistakes, and contribute ideas without fear of judgement or retribution.

• Evaluate alignment regularly:

  Use employee feedback mechanisms, such as surveys or one-to-one discussions, to assess whether workplace culture aligns with company values.

Cassy shares, “Teams perform at their best when they not only understand the mission but also feel their unique contributions align with it. Trust comes from allowing individuals to connect their values with the team’s shared vision.”

The Role of Leadership in Building Trust

Senior leaders play a pivotal role in creating psychologically safe environments. Trust-building starts with authentic leadership and a willingness to demonstrate vulnerability. Cassy discusses how leaders who openly share their challenges set the tone for honesty and openness within teams.

Key strategies:

• Lead with vulnerability:

  Share personal experiences, challenges, and lessons learnt. This demonstrates humility and builds credibility.

• Show empathy in action:

  Take the time to listen actively to your team’s concerns and offer meaningful support.

• Model inclusivity:

  Celebrate diverse perspectives, generational insights, and cultural contributions as valuable assets to the team’s success.

Cassy reflects, “A leader’s willingness to show vulnerability paves the way for their team to take ownership of their growth. The balance of empathy and accountability creates a culture of psychological safety.”

​

From Insight to Action: Strengthening Team Dynamics

Combining shared values with psychological safety isn’t just theoretical—it has practical implications for day-to-day operations. Cassy highlights the importance of embedding these principles into team rituals and decision-making processes.

Key strategies:

• Create shared rituals:

  Use team-building activities and collaborative sessions to embed shared values into daily practice.

• Reinforce psychological safety:

  Encourage healthy debates and constructive conflict by setting clear guidelines for respectful communication.

• Celebrate success and learn from failure:

  Acknowledge both achievements and missteps openly to build a learning culture.

Cassy notes, “Teams thrive when they see leadership practising what they preach—acknowledging vulnerability and turning values into action.”

​

Conclusion

Building high-performing teams is a continuous journey that starts with a strong foundation of shared values and psychological safety. Leaders who invest in these principles unlock not only their team’s potential but also their organisation’s long-term success.

Actionable advice for leaders:

• Evaluate your team’s dynamics: Are your values clearly defined, and is your environment psychologically safe?

• Take the next step by implementing regular feedback loops to ensure alignment and trust are continuously strengthened.

As Cassy Calvert’s insights remind us, creating a thriving workplace culture is not just good for people—it’s good for business.