Deanna Stanley
@psychsafety1.bsky.social
Healthy software come from healthy teams. And healthy teams are psychologically safe. And psychological safety isn't an on/off switch, it builds on itself. Join me on the journey!
Small wins build trust.Small wins shape culture.Small wins deserve celebration.
This carousel is a call to notice, name, and honor the quiet victories that often go unseen — but never unfelt.
Which small win will you spotlight this week?
This carousel is a call to notice, name, and honor the quiet victories that often go unseen — but never unfelt.
Which small win will you spotlight this week?
November 16, 2025 at 7:42 PM
Small wins build trust.Small wins shape culture.Small wins deserve celebration.
This carousel is a call to notice, name, and honor the quiet victories that often go unseen — but never unfelt.
Which small win will you spotlight this week?
This carousel is a call to notice, name, and honor the quiet victories that often go unseen — but never unfelt.
Which small win will you spotlight this week?
“I gave myself permission to rest.”
Rest isn’t weakness. It’s wisdom.
In cultures that reward hustle, choosing to pause can feel radical. But it’s one of the most courageous acts of self-leadership.
Leaders: Model it. Normalize it. Protect it.
What helped you recharge this week?
Rest isn’t weakness. It’s wisdom.
In cultures that reward hustle, choosing to pause can feel radical. But it’s one of the most courageous acts of self-leadership.
Leaders: Model it. Normalize it. Protect it.
What helped you recharge this week?
November 15, 2025 at 3:29 PM
“I gave myself permission to rest.”
Rest isn’t weakness. It’s wisdom.
In cultures that reward hustle, choosing to pause can feel radical. But it’s one of the most courageous acts of self-leadership.
Leaders: Model it. Normalize it. Protect it.
What helped you recharge this week?
Rest isn’t weakness. It’s wisdom.
In cultures that reward hustle, choosing to pause can feel radical. But it’s one of the most courageous acts of self-leadership.
Leaders: Model it. Normalize it. Protect it.
What helped you recharge this week?
“I showed up for someone today.”
Peer support is one of the most powerful — and often invisible — forces in team culture.
Whether it’s a check-in, a shared laugh, or a quiet “I’ve got you,” these moments build trust.
Leaders: Don’t just look for performance. Look for presence.
Peer support is one of the most powerful — and often invisible — forces in team culture.
Whether it’s a check-in, a shared laugh, or a quiet “I’ve got you,” these moments build trust.
Leaders: Don’t just look for performance. Look for presence.
November 14, 2025 at 2:17 PM
“I showed up for someone today.”
Peer support is one of the most powerful — and often invisible — forces in team culture.
Whether it’s a check-in, a shared laugh, or a quiet “I’ve got you,” these moments build trust.
Leaders: Don’t just look for performance. Look for presence.
Peer support is one of the most powerful — and often invisible — forces in team culture.
Whether it’s a check-in, a shared laugh, or a quiet “I’ve got you,” these moments build trust.
Leaders: Don’t just look for performance. Look for presence.
“I finished the task I was avoiding.”
That’s not procrastination ending — that’s courage showing up.
We often dismiss these moments as trivial. But they’re powerful indicators of resilience, emotional regulation, and self-leadership.
Leaders: Celebrate the effort, not just the outcome.
That’s not procrastination ending — that’s courage showing up.
We often dismiss these moments as trivial. But they’re powerful indicators of resilience, emotional regulation, and self-leadership.
Leaders: Celebrate the effort, not just the outcome.
November 13, 2025 at 2:13 PM
“I finished the task I was avoiding.”
That’s not procrastination ending — that’s courage showing up.
We often dismiss these moments as trivial. But they’re powerful indicators of resilience, emotional regulation, and self-leadership.
Leaders: Celebrate the effort, not just the outcome.
That’s not procrastination ending — that’s courage showing up.
We often dismiss these moments as trivial. But they’re powerful indicators of resilience, emotional regulation, and self-leadership.
Leaders: Celebrate the effort, not just the outcome.
“I kept going.”
Not every win is loud.
Some are quiet, steady, and deeply personal.
Persistence deserves recognition — especially when the work is invisible, emotional, or slow.
Leaders: Don’t wait for 100%. Celebrate the 80.
Who kept going this week, even when it was hard?
Not every win is loud.
Some are quiet, steady, and deeply personal.
Persistence deserves recognition — especially when the work is invisible, emotional, or slow.
Leaders: Don’t wait for 100%. Celebrate the 80.
Who kept going this week, even when it was hard?
November 12, 2025 at 2:04 PM
“I kept going.”
Not every win is loud.
Some are quiet, steady, and deeply personal.
Persistence deserves recognition — especially when the work is invisible, emotional, or slow.
Leaders: Don’t wait for 100%. Celebrate the 80.
Who kept going this week, even when it was hard?
Not every win is loud.
Some are quiet, steady, and deeply personal.
Persistence deserves recognition — especially when the work is invisible, emotional, or slow.
Leaders: Don’t wait for 100%. Celebrate the 80.
Who kept going this week, even when it was hard?
“I asked for help today.”
That’s not small. That’s brave.
In cultures that reward independence and speed, asking for help can feel risky. But it’s one of the most powerful micro-moments of trust we have.
Leaders: When someone reaches out, pause and recognize it.
That’s not small. That’s brave.
In cultures that reward independence and speed, asking for help can feel risky. But it’s one of the most powerful micro-moments of trust we have.
Leaders: When someone reaches out, pause and recognize it.
November 11, 2025 at 1:47 PM
“I asked for help today.”
That’s not small. That’s brave.
In cultures that reward independence and speed, asking for help can feel risky. But it’s one of the most powerful micro-moments of trust we have.
Leaders: When someone reaches out, pause and recognize it.
That’s not small. That’s brave.
In cultures that reward independence and speed, asking for help can feel risky. But it’s one of the most powerful micro-moments of trust we have.
Leaders: When someone reaches out, pause and recognize it.
It’s too easy to miss the small wins.
That moment you spoke up.
Finished a task you’ve been avoiding.
Supported a teammate.
Took a breath before diving back in.
These are wins.
They build trust, momentum, and culture.
Leaders: Recognition doesn’t need a budget. It needs attention.
That moment you spoke up.
Finished a task you’ve been avoiding.
Supported a teammate.
Took a breath before diving back in.
These are wins.
They build trust, momentum, and culture.
Leaders: Recognition doesn’t need a budget. It needs attention.
November 10, 2025 at 2:42 PM
It’s too easy to miss the small wins.
That moment you spoke up.
Finished a task you’ve been avoiding.
Supported a teammate.
Took a breath before diving back in.
These are wins.
They build trust, momentum, and culture.
Leaders: Recognition doesn’t need a budget. It needs attention.
That moment you spoke up.
Finished a task you’ve been avoiding.
Supported a teammate.
Took a breath before diving back in.
These are wins.
They build trust, momentum, and culture.
Leaders: Recognition doesn’t need a budget. It needs attention.
You can’t rebuild trust with strategy alone. You rebuild it with presence.
When teams are demoralized, the first step isn’t fixing — it’s seeing.
Seeing the silence.Seeing the fatigue.Seeing the humanity behind the performance.
Which moment from the series resonated most with you?
When teams are demoralized, the first step isn’t fixing — it’s seeing.
Seeing the silence.Seeing the fatigue.Seeing the humanity behind the performance.
Which moment from the series resonated most with you?
November 9, 2025 at 8:15 PM
You can’t rebuild trust with strategy alone. You rebuild it with presence.
When teams are demoralized, the first step isn’t fixing — it’s seeing.
Seeing the silence.Seeing the fatigue.Seeing the humanity behind the performance.
Which moment from the series resonated most with you?
When teams are demoralized, the first step isn’t fixing — it’s seeing.
Seeing the silence.Seeing the fatigue.Seeing the humanity behind the performance.
Which moment from the series resonated most with you?
Demoralized teams don’t need more pressure. They need more permission.
When a leader asks, “What would make this week feel lighter?” — it’s not just a question.It’s an invitation.
To name what’s heavy.To shift what’s possible.To feel seen.
When a leader asks, “What would make this week feel lighter?” — it’s not just a question.It’s an invitation.
To name what’s heavy.To shift what’s possible.To feel seen.
November 7, 2025 at 2:11 PM
Demoralized teams don’t need more pressure. They need more permission.
When a leader asks, “What would make this week feel lighter?” — it’s not just a question.It’s an invitation.
To name what’s heavy.To shift what’s possible.To feel seen.
When a leader asks, “What would make this week feel lighter?” — it’s not just a question.It’s an invitation.
To name what’s heavy.To shift what’s possible.To feel seen.
Sometimes the most powerful leadership moment isn’t a strategy. It’s a sentence.
“You don’t have to pretend today.”
When someone’s running on fumes, this kind of micro-moment can restore trust, energy, and hope.
“You don’t have to pretend today.”
When someone’s running on fumes, this kind of micro-moment can restore trust, energy, and hope.
November 6, 2025 at 2:01 PM
Sometimes the most powerful leadership moment isn’t a strategy. It’s a sentence.
“You don’t have to pretend today.”
When someone’s running on fumes, this kind of micro-moment can restore trust, energy, and hope.
“You don’t have to pretend today.”
When someone’s running on fumes, this kind of micro-moment can restore trust, energy, and hope.
Demoralization doesn’t always look dramatic. Sometimes, it’s just… quiet.
The silence in meetings.The camera-off fatigue.The “I’m fine” that isn’t.
These are the micro-signals of emotional exhaustion — often missed, often misunderstood.
Because healing starts with being seen.
The silence in meetings.The camera-off fatigue.The “I’m fine” that isn’t.
These are the micro-signals of emotional exhaustion — often missed, often misunderstood.
Because healing starts with being seen.
November 5, 2025 at 3:03 PM
Demoralization doesn’t always look dramatic. Sometimes, it’s just… quiet.
The silence in meetings.The camera-off fatigue.The “I’m fine” that isn’t.
These are the micro-signals of emotional exhaustion — often missed, often misunderstood.
Because healing starts with being seen.
The silence in meetings.The camera-off fatigue.The “I’m fine” that isn’t.
These are the micro-signals of emotional exhaustion — often missed, often misunderstood.
Because healing starts with being seen.
Demoralization isn’t just about low energy. It’s about lost meaning.
After layoffs, broken trust, or burnout, people don’t just disengage — they grieve.
The silence in meetings. The camera-off fatigue. The “I’m fine” that isn’t.
After layoffs, broken trust, or burnout, people don’t just disengage — they grieve.
The silence in meetings. The camera-off fatigue. The “I’m fine” that isn’t.
November 4, 2025 at 2:15 PM
Demoralization isn’t just about low energy. It’s about lost meaning.
After layoffs, broken trust, or burnout, people don’t just disengage — they grieve.
The silence in meetings. The camera-off fatigue. The “I’m fine” that isn’t.
After layoffs, broken trust, or burnout, people don’t just disengage — they grieve.
The silence in meetings. The camera-off fatigue. The “I’m fine” that isn’t.
Demoralization isn’t laziness. It’s emotional exhaustion.
After layoffs, broken trust, or relentless pressure, people don’t just lose motivation — they lose meaning.
The Reboot Series is for every team that’s been running on fumes.
After layoffs, broken trust, or relentless pressure, people don’t just lose motivation — they lose meaning.
The Reboot Series is for every team that’s been running on fumes.
November 3, 2025 at 2:30 PM
Demoralization isn’t laziness. It’s emotional exhaustion.
After layoffs, broken trust, or relentless pressure, people don’t just lose motivation — they lose meaning.
The Reboot Series is for every team that’s been running on fumes.
After layoffs, broken trust, or relentless pressure, people don’t just lose motivation — they lose meaning.
The Reboot Series is for every team that’s been running on fumes.
Let’s name it. Let’s honor it. Let’s keep healing — together.
I've been checking in on people more. We're having group lunches. I text those who left and offer support.
What’s one small step you’ve taken?
I've been checking in on people more. We're having group lunches. I text those who left and offer support.
What’s one small step you’ve taken?
November 1, 2025 at 3:45 PM
Let’s name it. Let’s honor it. Let’s keep healing — together.
I've been checking in on people more. We're having group lunches. I text those who left and offer support.
What’s one small step you’ve taken?
I've been checking in on people more. We're having group lunches. I text those who left and offer support.
What’s one small step you’ve taken?
You didn’t have to fix it. You just had to say it out loud. That’s leadership. That’s healing.
Admit your sorrow and fear. Let people understand that these feeling are normal. Give everyone time to heal.
Admit your sorrow and fear. Let people understand that these feeling are normal. Give everyone time to heal.
October 31, 2025 at 1:04 PM
You didn’t have to fix it. You just had to say it out loud. That’s leadership. That’s healing.
Admit your sorrow and fear. Let people understand that these feeling are normal. Give everyone time to heal.
Admit your sorrow and fear. Let people understand that these feeling are normal. Give everyone time to heal.
Healing begins with small acts of care — a message, a moment, a reminder: you’re not alone.
This applies to people who remain and those who left. When my company laid off people, some of the laid off started a weekly support group. Internally, my department is focusing on rebuilding our connections
This applies to people who remain and those who left. When my company laid off people, some of the laid off started a weekly support group. Internally, my department is focusing on rebuilding our connections
October 30, 2025 at 1:31 PM
Healing begins with small acts of care — a message, a moment, a reminder: you’re not alone.
This applies to people who remain and those who left. When my company laid off people, some of the laid off started a weekly support group. Internally, my department is focusing on rebuilding our connections
This applies to people who remain and those who left. When my company laid off people, some of the laid off started a weekly support group. Internally, my department is focusing on rebuilding our connections
Survivor’s guilt is real. Staying doesn’t mean you’re unscathed. It means you’re still carrying weight.
You may feel unproductive and dispirited. You may be fearful of being next. This is normal.
You may feel unproductive and dispirited. You may be fearful of being next. This is normal.
October 29, 2025 at 1:15 PM
Survivor’s guilt is real. Staying doesn’t mean you’re unscathed. It means you’re still carrying weight.
You may feel unproductive and dispirited. You may be fearful of being next. This is normal.
You may feel unproductive and dispirited. You may be fearful of being next. This is normal.
Grief shows up in unexpected ways — a quiet Slack channel, an empty desk, a memory that stings. It can hit at any time, even when you think you've recovered. Be kind to yourself.
October 28, 2025 at 1:45 PM
Grief shows up in unexpected ways — a quiet Slack channel, an empty desk, a memory that stings. It can hit at any time, even when you think you've recovered. Be kind to yourself.
Layoffs leave more than empty desks.They leave grief, guilt, silence — and a long road to healing.
Healing After Layoffs Isn’t Linear. It’s not a checklist. It’s a series of moments — messy, quiet, and deeply human.
Healing After Layoffs Isn’t Linear. It’s not a checklist. It’s a series of moments — messy, quiet, and deeply human.
October 27, 2025 at 1:02 PM
Layoffs leave more than empty desks.They leave grief, guilt, silence — and a long road to healing.
Healing After Layoffs Isn’t Linear. It’s not a checklist. It’s a series of moments — messy, quiet, and deeply human.
Healing After Layoffs Isn’t Linear. It’s not a checklist. It’s a series of moments — messy, quiet, and deeply human.
I have great new weekend reading from @itrevolution.com !
October 24, 2025 at 10:41 PM
I have great new weekend reading from @itrevolution.com !
Survivor’s guilt doesn’t always speak in words. Sometimes it shows up in silence. In hesitation. In the weight people carry alone.
Let’s change that. Let’s talk about what it looks, sounds, and feels like—for you, for your team, for your leadership.
#SurvivorsGuilt #LayoffRecovery #LeadWithCare
Let’s change that. Let’s talk about what it looks, sounds, and feels like—for you, for your team, for your leadership.
#SurvivorsGuilt #LayoffRecovery #LeadWithCare
October 11, 2025 at 3:03 PM
Survivor’s guilt doesn’t always speak in words. Sometimes it shows up in silence. In hesitation. In the weight people carry alone.
Let’s change that. Let’s talk about what it looks, sounds, and feels like—for you, for your team, for your leadership.
#SurvivorsGuilt #LayoffRecovery #LeadWithCare
Let’s change that. Let’s talk about what it looks, sounds, and feels like—for you, for your team, for your leadership.
#SurvivorsGuilt #LayoffRecovery #LeadWithCare
“I used to love coming to work.” After layoffs, the office feels different. Quieter. Heavier. Survivor’s guilt isn’t just sadness—it’s questioning your place, your safety, your worth.
Leaders: don’t rush to ‘move on.’ Sit with the silence. Speak to the grief. That’s where healing begins.
Leaders: don’t rush to ‘move on.’ Sit with the silence. Speak to the grief. That’s where healing begins.
October 7, 2025 at 1:02 PM
“I used to love coming to work.” After layoffs, the office feels different. Quieter. Heavier. Survivor’s guilt isn’t just sadness—it’s questioning your place, your safety, your worth.
Leaders: don’t rush to ‘move on.’ Sit with the silence. Speak to the grief. That’s where healing begins.
Leaders: don’t rush to ‘move on.’ Sit with the silence. Speak to the grief. That’s where healing begins.
Layoffs don’t just impact those who leave. For those who remain, the silence can be deafening. Survivor’s guilt, fear, and grief often go unseen—but they shape how teams heal, trust, and move forward.
October 6, 2025 at 1:15 PM
Layoffs don’t just impact those who leave. For those who remain, the silence can be deafening. Survivor’s guilt, fear, and grief often go unseen—but they shape how teams heal, trust, and move forward.
Micro-moments matter. They shape how we feel, how we show up, and how we lead.
What’s one moment that made you feel truly seen at work? Drop it in the comments. Let’s celebrate the small things that change everything.
#MicroMoments #PsychologicalSafety #LeadWithHumanity
What’s one moment that made you feel truly seen at work? Drop it in the comments. Let’s celebrate the small things that change everything.
#MicroMoments #PsychologicalSafety #LeadWithHumanity
October 4, 2025 at 3:45 PM
Micro-moments matter. They shape how we feel, how we show up, and how we lead.
What’s one moment that made you feel truly seen at work? Drop it in the comments. Let’s celebrate the small things that change everything.
#MicroMoments #PsychologicalSafety #LeadWithHumanity
What’s one moment that made you feel truly seen at work? Drop it in the comments. Let’s celebrate the small things that change everything.
#MicroMoments #PsychologicalSafety #LeadWithHumanity
Feedback doesn’t have to feel like a threat. When someone says, “How’d I do on that presentation? I’d love your thoughts,” they’re inviting growth, not judgment. Safe feedback cultures start with open body language, curiosity, and trust. Let’s build teams where feedback feels like a gift.
October 3, 2025 at 1:03 PM
Feedback doesn’t have to feel like a threat. When someone says, “How’d I do on that presentation? I’d love your thoughts,” they’re inviting growth, not judgment. Safe feedback cultures start with open body language, curiosity, and trust. Let’s build teams where feedback feels like a gift.