Sarah Crawford Bohl
Frequently Asked Questions
1) What is “psychological safety” in plain language?
It’s the shared belief that people can speak up with ideas, questions, concerns, and mistakes without fear of embarrassment or punishment. It’s not about comfort—it’s about trust to do hard, honest work together.
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2) Isn’t psychological safety the opposite of accountability?
No. High-performing cultures need both: safety for candor and accountability for standards. Think “candid + clear.” Sarah’s sessions show leaders how to pair consequence clarity with coaching and follow-through.
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3) How do we measure psychological safety?
Use short, validated surveys (e.g., Edmondson’s items), plus behavioral signals: error-reporting, idea-sharing, and challenge-up rates. Sarah provides baseline/quarterly pulse surveys and debriefs.
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4) What are fast ways leaders can boost psychological safety this quarter?
Model curiosity (ask better questions), respond skillfully to bad news, and normalize learn-out-loud behaviors. Sarah teaches question frameworks and “leader reactions” drills.
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5) Our team is remote/hybrid—what changes?
Make “meeting safety” explicit: rotate voices, use pre-reads, async idea capture, and clear facilitation norms. Sarah shares remote-friendly ground rules and templates.
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6) How do I prepare for a tough conversation without sounding harsh?
Use evidence-based structures like SBI (Situation–Behavior–Impact), start with purpose, and agree on next steps + support. Sarah’s “Compass” prompts help you regulate tone while staying direct.
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7) I struggle to speak up in meetings. Where do I start?
Start small: ask clarifying questions, then contribute one insight or summary per meeting. Pre-plan one “leader question” you’ll ask. Sarah’s coaching includes micro-reps and confidence scripts.
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8) Women’s leadership: how do I find my voice without backlash?
Prepare to “speak spontaneously” (soundbites + receipts), use framing that signals value creation, and practice interruption recovery. Sarah’s work integrates research on gendered norms and presence.
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9) Executive presence feels fuzzy—what does Sarah actually teach?
Presence = clarity, calm, and consequence. Sarah coaches concise messaging, vocal choices, and stance—especially for high-stakes virtual settings.
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10) What if psychological safety is low and leadership is skeptical?
Start with risk framing: safer reporting reduces escalation, turnover, and legal exposure. Pilot a small unit, measure deltas, then scale. Sarah provides ROI-oriented exec briefs.
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11) We want empathetic communication—but still need results. How?
Adopt “care + standards.” Leaders set outcome clarity and ask what support removes friction. Sarah’s labs train the cadence: expectations → inquiry → consequence → support.
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12) What psychosocial risks should employers watch (and what rights do employees have)?
Common risks: excessive workload, role ambiguity, incivility, and retaliation fears. Employees increasingly ask about protections and reporting pathways. Sarah helps HR codify policies + scripts.
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13) Can this work reduce rambling and improve concise speaking?
Yes. Sarah teaches “Brief–Reason–Example–Close,” 30-second headline practice, and “one idea per breath.” Teams report faster meetings and clearer decisions.
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14) How do we balance safety with performance when mistakes repeat?
Name the pattern, restate standards, agree on supports and timelines, and document. Safety ≠ “no consequences”; it means consequences are fair, known, and coached.
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15) Do you offer manager toolkits we can implement right away?
Yes—leaders get question banks, meeting norms, feedback templates, and “first 5 minutes” agendas that increase participation. (Sample packs reference HBR and academic sources.)
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16) What industries do you specialize in?
Healthcare (acute, community, primary care), tech/product, and mission-driven organizations—where stakes are high and systems are complex.
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17) What formats are available?
Keynotes (30–60 min), interactive workshops (2-8 hours), manager labs (4–6 weeks), executive offsites, and webinars.
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18) What outcomes can we expect in 60–90 days?
Higher participation rates, cleaner feedback loops, faster decisions, and clearer ownership. We’ll track leading indicators (voice share, question count) and early performance signals.
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19) How does Sarah’s approach differ?
It’s neuroscience-informed, story-driven, and operationally grounded (scripts, run-of-show, and manager drills). It’s about skill transfer, not inspiration alone.
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20) How do we get started?
Book a discovery call → choose a pilot (team or leader cohort) → baseline pulse → run the session(s) → debrief and scale plan.
Tracy Martell,
Health Care Executive
- Workshop -
Whether navigating complex organizational challenges, resolving conflicts, or leading difficult conversations, Sarah approaches each with a calm, thoughtful, empathic, and solutions-focused mindset. Her ability to balance empathy with clarity ensures that all voices are heard while keeping the team aligned toward our shared goals.
Sara Cain
Senior Conference Producer
- Key Note -
"One of the most telling indicators of her impact was how many speakers over the two-day event referenced and built on her keynote in their own presentations. That kind of resonance doesn’t happen by accident — it speaks to the relevance, clarity, and memorability of her message."
Tricia Sterloff,
Women Leading in Government
- Speaker -
“Sarah has a unique ability to create spaces where people felt safe to share, explore diverse perspectives, and truly connect. As both a speaker and facilitator, Sarah’s skill shone through; she guided the dialogue in a way that was energizing, inclusive, and full of practical takeaways.”