In an era where organisations increasingly value transparency and ethical conduct, Tom McCarthy's Academy Award-winning film "Spotlight" (2015) offers insights into how psychological safety enables teams to pursue difficult truths. The film chronicles the Boston Globe's Spotlight team—the oldest, continuously operating newspaper investigative journalism unit in the United States—as they examine systemic child abuse within the Catholic Church in Boston.
What makes "Spotlight" particularly relevant for leaders is its nuanced portrayal of how psychological safety operates in high-stakes environments where powerful external forces push against truth-telling. The film demonstrates that psychological safety isn't about comfort—it's about creating conditions where people can voice concerns, challenge assumptions, and pursue uncomfortable truths in service of a greater purpose.
Creating Space for Truth-Seeking
Editor Walter "Robby" Robinson (Michael Keaton) exemplifies leadership that prioritises truth over comfort. When new editor Marty Baron (Liev Schreiber) suggests investigating the Church's cover-up of abuse, Robinson doesn't dismiss the idea despite its sensitivity in Boston's predominantly Catholic community. Instead, he creates space for his team to explore the possibility without prejudging the outcome.
This openness to uncomfortable inquiry is a hallmark of psychological safety. Robinson does not demand immediate answers or impose his own views. He allows the investigation to unfold through careful research and collaboration, trusting his team's judgment and expertise. When reporter Michael Rezendes (Mark Ruffalo) expresses frustration at the slow pace, Robinson balances urgency with thoroughness, recognising that rushing could undermine both the investigation and team cohesion.
Navigating Mistakes and Setbacks
Perhaps the most powerful moment illustrating psychological safety comes when the team discovers they had previously missed crucial information that could have exposed the scandal years earlier. Rather than assigning blame or denying responsibility, Robinson acknowledges the oversight: "We had it. We had it and we buried it."
This honest recognition of failure—by the leader himself—demonstrates how psychological safety allows teams to learn from mistakes rather than hide them. The team processes this difficult revelation not through blame but by recommitting to their purpose with even greater determination. They use the setback as motivation rather than allowing it to derail their efforts.
Supporting Emotional Challenges
The film also portrays how psychological safety enables team members to navigate emotionally challenging work. As reporters interview abuse survivors and confront disturbing patterns, they experience various emotional responses. These range from Rezendes' righteous anger to Sacha Pfeiffer's (Rachel McAdams) quiet determination through to Matt Carroll's (Brian d'Arcy James) personal concern when he discovers a "treatment centre" for predator priests near his home.
The team creates space for these emotional responses without judgment. They check in with each other, offer support when needed, and recognise that different team members process difficult information differently. This emotional awareness is crucial for maintaining psychological safety when work involves confronting disturbing realities—whether abuse, corruption, or other ethical breaches.
Resisting External Pressure
Throughout the investigation, the team faces enormous external pressure to abandon or limit their inquiry. The Church, powerful community figures, and even friends and family question their work. What allows them to persist is the psychological safety they've created within their team—a shared commitment to truth that transcends external pressure.
This aspect of the film offers particularly valuable lessons for leaders whose organisations face ethical challenges or operate in environments where powerful stakeholders may resist transparency. Psychological safety both supports internal team dynamics and provides resilience against external forces that push against ethical action.
Lessons for Mindful Leadership
For leaders seeking to build mindful organisations, "Spotlight" offers several insights.
- Truth-seeking requires psychological safety When organisations need to confront difficult realities—whether market challenges, internal problems, or ethical concerns—psychological safety creates the conditions for honest assessment and action.
- Leadership vulnerability strengthens teams. Robinson's willingness to acknowledge his own oversight models the honesty and accountability he expects from his team.
- Psychological safety supports ethical action. When team members feel safe to voice concerns and challenge assumptions, organisations are better equipped to navigate ethical complexities and resist pressures to compromise values.
- Emotional awareness enhances resilience. Acknowledging the emotional impact of difficult work and creating space for different responses helps teams sustain effort in challenging circumstances.
"Spotlight" reminds us that psychological safety isn't about making work comfortable—it's about creating environments where people can bring their full intelligence, ethical commitment, and courage to bear on important challenges. This capacity is essential for fulfilling organisational purpose and maintaining integrity in a complex world.
