I’ve been rewatching Game of Thrones lately. The epic American fantasy drama created by David Benioff and D. B. Weiss for HBO, based on George R. R. Martin’s brilliant A Song of Ice and Fire novels.

If you’re a fan, you know the phrase that echoes through every season: “Winter is coming.”

Lately, I can’t help but notice the parallels between the world of Westeros and what’s happening in many organizations today. Are you feeling a chill in your workplace? You’re not alone.

Across industries, the climate for continuous improvement has turned frosty. Trust is low, psychological safety is fragile, and the bold experiments and open conversations that fuel real progress have gone into hibernation. It’s a tough season for anyone passionate about building better ways of working.

But here’s the thing: in Game of Thrones, winter doesn’t last forever. Those who prepare, adapt, and keep their fires burning are the ones who survive-and thrive-when the thaw finally comes.

The Wall Is Up: Trust and Psychological Safety Under Siege

In Westeros, the Wall keeps out the dangers of the far North. In our organizations, trust and psychological safety are the barriers that keep dysfunction at bay. But lately, with waves of layoffs, economic uncertainty, and the relentless march of AI, those walls are showing cracks. Teams are retreating behind their own defenses, wary of sharing bad news or escalating issues.

Why? Because when people don’t feel safe, they stop speaking up. And when leaders don’t hear what’s really happening, they tighten their grip on the populous. Micromanaging, demanding quick fixes, and inadvertently fueling more fear. It’s a vicious cycle, and it can freeze progress in its tracks.

The Mad King’s Mistake: Ruling by Fear

Remember the Mad King from Game of Thrones? His reign of paranoia and punishment drove his allies away and blinded him to real threats.

When organizations rule by fear-intentionally or not-they create the same problem. Teams stop sending “ravens” with bad news, and small issues become big crises.

The “physics of escalation” breaks down. In healthy times, managers handle local problems and escalate only what truly needs broader attention. But when trust erodes, that flow of information stops, and leaders are left guessing in the dark.

Rash Action vs. Steady Stewardship: Stannis or Ned?

In tough times, the temptation is to “rip off the bandaid”-to make bold, sweeping changes and hope for a quick turnaround. It’s the Stannis Baratheon approach: decisive, dramatic, but often destructive. True continuous improvement, though, is more Ned Stark: principled, patient, and focused on building something that lasts.

Unfortunately, in a harsh winter, the Stannis approach often wins out. Leaders are under pressure to act, and incremental improvement feels too slow. But here’s the truth: sustainable change is never built on fear or shortcuts. It’s built on trust, learning, and small, steady steps.

Form Your Own House: Building Boundaries of Trust

So, what can you do if you’re a champion of continuous improvement in a time of organizational winter? Take a cue from the surviving Starks: “The lone wolf dies, but the pack survives.” Instead of trying to fix the whole kingdom, focus on what you can control-your own “house,” your team, your department.

Here’s how to keep your fire burning:

1. Build Local Psychological Safety

Create a space where your team feels safe to speak up, share challenges, and try new things. Use regular retrospectives, check-ins, and explicit team agreements to reinforce this safety.

2. Model Transparency and Escalation

Show that raising issues leads to learning, not punishment. Be open about what’s working and what isn’t. Encourage your team to bring problems forward, and handle them with curiosity, not blame.

3. Defend Your Boundaries

Protect your team from the worst of the external “winter winds.” Shield them from unnecessary panic or micromanagement, and give them the autonomy to solve problems locally.

4. Share Your Wins

Don’t keep your successes a secret. Share stories of improvement with other teams and leaders. Demonstrate that continuous improvement is still possible-even if only in pockets.

5. Connect with Other “Houses”

Look for allies in other parts of the organization. Exchange ideas, support each other, and build a network of trust that can outlast the winter.

Spring Will Come

Winters in Westeros are long, but they always end. The same is true in business. Organizations that keep their “fires” of trust, learning, and improvement alive-no matter how small-will be the ones best positioned to flourish when conditions improve.

So, if you’re feeling the freeze, don’t give up. Focus on what you can control. Build your own House of Trust. And remember: the pack survives.

Ready to light a fire in your organization? Start small, start local, and keep the faith-spring is coming.