An open discussion culture is one of the six themes of Murata Finland’s Cultural Etiquette, but what does it fundamentally mean, and how can we all promote it in our daily activities?

When reflecting on an open discussion culture, we often recall personal experiences tied to emotions. We remember how a particular event or treatment affected us. The memory is often so deeply ingrained that communication in that situation may have gone completely unnoticed and become secondary because we were so deeply focused on the feeling that a person or situation triggered within us.

Psychological safety is important

Psychological safety is a state where successes, setbacks, and challenges are all allowed. In a psychologically safe work community, interaction is open, and even difficult topics and issues can be brought up for discussion. This means that even if the situation is very challenging, we feel confident enough to share our opinions in the conversation. New and creative ideas emerge when the environment feels psychologically safe. It is about trust and respect prevailing at the group level.

Psychological safety does not mean that everyone can say, do, or act however they please. Instead, it is about having a shared direction, team spirit, and constructive criticism. Psychological safety includes the ability to handle discomfort and conflicts constructively. It’s important that everyone feels heard, but this doesn’t mean that everyone will always get their way. It’s also crucial to remember that listening is a powerful way to build trust and safety.

So how can psychological safety be developed and promoted at the workplace? It’s essential to have a shared understanding of the common goals. This requires shared commitment and dialogue about the common values as well as the core tasks and objectives of the work. Everyone should be included in discussions so that a shared understanding can be created. Each one of us is equally important, regardless of our background or role within the workplace community.

What if the rhetoric in a discussion starts to become harsher? Often, this indicates some level of uncertainty. Is there something that still needs to be discussed further together or clarified in more detail? Is there something the parties in the discussion do not fully understand that could be worked through to reach some form of mutual understanding?

Sensitivity in Communication

Showing and expressing sensitivity is also important. Sensitivity, in part, is the ability to connect with people even in challenging situations and to recognize their emotions. It’s not always easy, but it’s something you can develop through practice and by understanding your own imperfections. What if, instead of showing hardness in communication, we showed more of our sensitivity? Sensitivity is often a strength—it helps with things like navigating emotional regulation.

Demonstrating sensitivity doesn’t mean you can’t address matters decisively or in a constructive way. On the contrary, things often start flowing more smoothly from a communication perspective when we begin to reflect on our own actions more carefully and adjust them when needed.

In shaping a sense of psychological safety, key elements include empathy among team members, collaboration, commitment to common goals, and clear ground rules. It’s also important that everyone in the team appreciates the fact that we are all different, and our skills may vary—but they are equally valuable. We need more open discussions—more words and dialogue—to find meaning. And of course, we know that words alone are not enough; actions are what truly matter.

How could you promote an open discussion culture in your own workplace?

Wanda Pirinen
Wellbeing Manager