Mastering the “Up-Down-Across” Leadership: Cultivating Psychological Safety in the Workplace

Leadership is so much more than just giving orders or trying to get things done—it’s about influencing every level of an organization. Effective leadership starts with creating an environment of psychological safety, which allows teams to share ideas freely and take calculated risks. Research shows that when employees feel safe, they are more innovative, engaged, and willing to contribute their best work. I often discuss psychological safety using a model of four key quadrants: inclusion, contribution, learning, and challenging. 

When we cultivate culture within these four quadrants, we build trust, vulnerability, open communication, and mutual accountability. These quadrants serve as the foundation for building an environment where every member feels valued and capable, and these components of leadership are integral to the “Up-Down-Across” leadership model that I’m going to share here.

In our leadership journey, the “Up-Down-Across” model represents a holistic approach to leadership impact that has the capability to influence every layer of an organization. At its core, we recognize that most organizations (even those that try not to be!) are hierarchical and this model emphasizes how to navigate the “up-down-across.” Your leadership is not only ahout leading your team (down) but also learning how to engage with your peers (across), and influencing those at the top (up). By balancing self-management with strategic influence at all levels, you have the opportunity to create a ripple effect of positive change across the organization. 

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Leading Down: Setting Your Team Up For Success

Effective leadership begins at the grassroots—building individual and dynamic cross-leadership throughout your team. When you create a culture of trust and clarity, you set the stage for innovation and collaboration. Here are a few practical ways to lead down effectively:

• Build Psychological Safety: Encourage an environment where team members feel safe to share ideas and take risks.
• Delegate with Purpose: Align tasks with individual strengths while providing the necessary support.
• Communicate Vision: Regularly tie daily tasks to larger organizational goals, giving meaning to the work.

By focusing on these strategies, you create a motivated team that is ready to tackle challenges head-on.

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Leading Across: Bridging Silos

Leadership isn’t confined to the vertical chain of command; it’s also about connecting with your peers. Breaking down silos and fostering cross-functional collaboration can lead to more innovative solutions and shared success (and better efficiencies). Consider these approaches:

• Build Alliances: Invest time in developing strong relationships with colleagues in different departments.
• Share Resources and Insights: Collaborative efforts can lead to win-win outcomes for all involved.
• Influence Without Authority: Use empathy, active listening, and persuasive communication to drive alignment.

These efforts not only improve cooperation but also help in creating a unified and supportive work environment.

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Leading Up: Influencing Executive Decisions

Influencing leadership at the top requires a strategic mix of data, clarity, and transparency. It’s about aligning your team’s achievements with the broader goals of the organization. Here’s how you can lead up effectively:

• Align with Organizational Goals: Clearly demonstrate how your team’s efforts contribute to the overall mission.
• Provide Data-Driven Feedback: Use evidence and clear metrics to communicate successes and areas for improvement.
• Advocate for Resources: Articulate the link between support (budget, staffing) and measurable outcomes.

This upward influence ensures that your initiatives receive the recognition and support they deserve.

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The Foundation: Self-Management

Before you can lead others effectively, you must master self-management. This means staying organized, managing your time well, and continuously learning. Here’s what that looks like:

• Emotional Intelligence: Keep your stress in check and stay grounded, even in challenging times.
• Time Management: Prioritize your tasks so you can focus on what truly matters.
• Continuous Learning: Always seek feedback and be willing to adapt your leadership style.

These practices are the fuel that powers every aspect of the “Up-Down-Across” model.

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Putting It Into Practice

To bring the “Up-Down-Across” approach to life in your organization, start by mapping your key stakeholders and identifying where you can make the most impact. Consider these actionable steps:

• Map Your Influence: Identify key players up, down, and across your organization and look for gaps in communication.
• Create a Regular Rhythm: Establish recurring meetings or check-ins with your team and peers to maintain a consistent dialogue.
• Reflect and Adjust: Regularly assess your leadership effectiveness and be open to adjusting your strategies as needed.

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The Ripple Effect and Your Turn

When you master the “Up-Down-Across” leadership model, the benefits ripple throughout the organization—teams become more resilient, collaboration improves, and executive strategies are better aligned with on-the-ground realities.

I’d love to hear your thoughts: How do you balance influencing your team, peers, and leaders, especially when challenges arise?