The Real Cost Of Staying Silent—At Work, Home, And Everywhere In Between

The monkey experiment that starkly illustrates corporate cultures and the systematic silencing of voices is a thought-provoking phenomenon. In this experiment, monkeys were placed in a room with a ladder leading to a tantalising bunch of bananas. Each time a monkey attempted to ascend, the others were drenched with cold water, creating a Pavlovian response. Over time, the monkeys learned to associate ladder-climbing with an unpleasant experience and would aggressively thwart any peer who dared to approach, exemplifying a culture of fear-driven conformity.

As the original monkeys were gradually replaced, newcomers quickly grasped the unwritten rule: climbing the ladder invites retribution. Despite never experiencing the cold water themselves, they would enthusiastically join in attacking anyone who dared to defy the norm, illustrating the power of social conditioning. Ultimately, the entire group enforced the "no climbing" rule, even though none of the current monkeys had been directly affected by the cold water. When queried about this behaviour, one monkey shrugged, "That's just the way it is around here," highlighting the pervasive nature of unspoken norms.

The Culture of Fear

This experiment exemplifies the antithesis of psychological safety, where fear-driven conformity stifles dissenting voices. This phenomenon resonates in both personal and professional spheres, where speaking one's mind can be daunting or even perilous. A culture of silence leads to stifled innovation, unaddressed issues, and missed opportunities, eventually hindering growth and progress.

How can you thrive in an environment where you don't feel included? The environment plays a pivotal role in shaping our lives, regardless of age or personal resolve. Whether in our 20s, 30s, or 40s, the surroundings we inhabit and the people we interact with significantly influence our thoughts, behaviours, and outcomes. Inclusion leads to learning, and feeling like an outsider makes it impossible to contribute to learning or innovation, let alone take up challenges.

I've witnessed individuals resigning and breaking up from relationships where they didn't feel safe to speak up, often due to the fear of repercussions or judgment. By the time they decide to speak up, it's already too late, and harm has been done. The fear of speaking one's mind not only costs relationships but can also lead to hazardous consequences.

When was the last time you saw a top boss speaking up about their fallibility, owning up to mistakes, or saying "I don't know"? In a world obsessed with knowing it all, it takes a lot of courage to admit "I don't know." If you're only focusing on people's accountability for excellence without ensuring they're not afraid to talk to each other, then they're operating in an anxiety zone, where fear and stress dominate.

Amy Edmondson's research highlights the importance of psychological safety in fostering open communication and learning within teams. Her study reveals that teams with a culture of transparency and accountability outperform those where individuals fear speaking up, underscoring the significance of psychological safety in achieving success.

In environments where psychological safety thrives, individuals feel empowered to speak up. Imagine if departments dealing with life-and-death situations discouraged questions. A vigilant nurse who sounds the alarm about a potential medication error should be heard attentively by the doctor, who tweaks the treatment plan to ensure patient safety. The nurse should feel empowered to speak up, knowing their concerns will be heard without fear of being shot down.

Similarly, a production line worker who rings the alarm on a safety hazard should be valued for their keen insight, and swift corrective action should be taken to prevent mishaps. A team member who pitches an unconventional marketing idea that's outside the box should be given a fair hearing, allowing for innovation and creativity to flourish.

In every context, if people aren't speaking up, they're not growing or learning. A student who asks a question that might seem elementary should be met with empathy and encouragement, creating a safe space for curiosity to flourish. The student should feel comfortable dipping their toes into the learning process without fear of being left high and dry.

If the same comfortable environment is given in family dynamics, where family members have a dialogue without brushing off each other's concerns and harmonious agreements lead to solutions rather than judgments, then family members will be more like friends. In order to become our most contributing selves, psychological safety is a must-have. Speak up when necessary, don't silence voices, and recognise that conflicts and disagreements can be constructive. The problem arises when we stop raising our voices.

Views expressed by the author are their own.