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Special Report

cortisol, narrowing attention, reducing risk 90% produced in the gut, it embo- blocked – by fear, hierarchy, bureau-
awareness, and driving people to avoid dies our ‘gut reactions’ and supports cracy, or indifference. Consider this:
confl ict rather than confront it. In con- intuitive, proactive safety decisions a technician hears an odd vibration in
trast, when people feel valued, respected, (Young, 2007). a reactor but chooses not to escalate it
and heard, the prefrontal cortex en- because, “I don’t want to cause a fuss.”
gages. This supports critical thinking, Together, serotonin and oxytocin That unspoken hesitation is a Living
collaboration, and moral reasoning – all adopts psychological safety – the #1 Indicator. It speaks volumes about the
vital to safe decision-making. predictor of high-performing teams, organisation’s culture. blocked by fear,
per Google’s Aristotle project and Amy hierarchy, or apathy. If a technician
Living Indicators, then, are biologi Edmondson’s research (Edmondson & notices a vibration but doesn’t report it –
cal signals of whether a work environ- Lei, 2014). “I don’t want to cause a fuss” – that
ment is triggering trust or fear. And silence is a Living Indicator.
that shift in brain chemistry can mean Micro-moments, short intentional
the difference between speaking up interactions, are the vital expressions of Neurochemically, this hesitation can
or staying silent – between safety and Living Indicators, shifting neurochemi- result from an imbalance between sero-
catastrophe. stry in real-time. Unlike rigid rules or tonin – the ‘Safety Rep’ often produced
extensive trainings, these moments in the gut – and rising cortisol triggered
Four core neurochemicals illustrate offer immediate emotional reinforce- by fear. When serotonin signalling is
this: ment: low, gut instincts may be muted. Mean-
 Cortisol (“The Angry Coworker”):  Beginning meetings with a personal while, cortisol elevates due to fear of

Named for its unpredictable and check-in (“How’s your energy confl ict, getting in trouble, or disrupt-
reactive nature, cortisol is like the today?”) adopts oxytocin-driven ing group harmony. Sometimes, even
coworker who overreacts under connection. teams that like each other may avoid
pressure. It rises in response to per-  Celebrating small victories stimu- speaking up because of dopamine’s
ceived threats or frustration, sig- lates dopamine, enhancing engage- effect – its reward-driven nature rein-
nalling righteous anger or danger. ment. forces social cohesion and ‘keeping the
While not inherently bad – term  Clarifying roles and tasks reinforces vibe’ rather than challenging the status

spikes are protective – chronic serotonin-driven stability. quo. But safety isn’t just about being
exposure impairs judgment (Arns-  Listening empathetically, without liked; it’s about trust.
ten, 2015). immediate solutions, reduces
 Dopamine (“The Ra-Ra Cheer- cortisol and stress responses. It tells us whether people feel
leader”): Think of dopamine as accountable or afraid, whether safety is
the enthusiastic motivator on your Micro-moments are the pulse of a a shared value or a management check-
team. It energizes us toward goals human centred culture. They shift brain box. To diagnose our cultural nervous
with the promise of reward and fun. chemistry without lengthy training ses- system, we must tune into these micro-
Properly focused, it brings energy sions. One moment of trust, one pause, moments. This means moving from a
and progress. Left unchecked, it can one act of leadership presence either mechanistic view of safety to a human-
lead to risky shortcuts or distraction builds psychological safety or erodes centred one – where perception and
(Schultz, 2015). it. That’s what Living Indicators truly emotion are treated as valid data points.
 Oxytocin (“The Loving Grandma”): represent – not theory, but action in the
Oxytocin earns its nickname by grey areas. How to observe Living Indicators
adopting trust, empathy, and be- Observation begins with connec-
longing – like a warm embrace Diagnosing the Cultural Nervous tion. Before any meaningful insight
from a caring relative. It strengthens System can emerge, leaders must fi rst disarm
social bonds and encourages col- Organisations, like human beings, defensiveness. This starts with small
laboration. have a nervous system. In healthy sys- moments that build trust – often sparked
 Serotonin (“The Safety Rep”): tems, signals fl ow freely from the front- by dopamine. Everyone’s experienced
Serotonin is the steady presence lines to leadership. Feedback is honest, the shift when the “safety rep” or leader
in the background, much like a mistakes are seen as learning opportu- arrives and suddenly everyone’s on
trusted safety offi cer. It provides nities, and risk concerns are quickly their best behaviour. But that’s not real
emotional stability and calm. With addressed. In brittle systems, signals are culture – it’s a performance. By starting

Chemical Weekly June 10, 2025 169

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