Psychological safety amy edmondson
Modern workplaces are increasingly hybrid, cross-functional, and diverse, which introduces both new opportunities and new challenges for team dynamics.
Research shows that companies with high levels of psychological safety consistently outperform peers in innovation, employee engagement, and retention. While comfort suggests a lack of challenge, psychological safety enables the “healthy friction” necessary for growth.
Without standards, teams may feel comfortable but lack rigor. Organizations that celebrate “good catches” and encourage sharing of near-misses foster an atmosphere where learning trumps blame.
Consistent, constructive feedback builds trust over time. Enjoy reading!
What is Psychological Safety?
Consider the following example: Chris, a respected team member of a team just starting a new project, approaches the project manager to voice his concerns about the project plan and approach that has been discussed.
Instead of listening to Chris’ objections and concerns, the manager dismisses Chris’s ideas, telling him that Chris has no idea of the complexities of the project and that he has to stop commenting.
Other team members choose to remain silent, fearing the consequences if they do speak up and question the manager’s decisions.
In this situation there is psychological insecurity.
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More information
- Edmondson, A. (1999). Annu. AI tools and automation streamline tasks, but they also change team dynamics. Together we’ll create informed and inspired leaders ready to shape the future of your business.
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Psychological Safety by Amy Edmondson
Ben Janse
June 20, 2025
Psychological safety: This article explains the psychological safety theory, developed by Amy Edmondson in a practical way.
Share your own mistakes and learning experiences openly. The extent to which it becomes normal to share ideas and challenge authority also depends on the culture of the country in which the organization operates. Behav., 1(1), 23-43.
Please speak up as soon as you see me doing something wrong.’ It’s about inviting voices in an ongoing way, explaining why you legitimately care about what others see and think,” Edmondson says.
They also ask questions: What do you think?
Without safety, teams may appear agreeable but remain silent. To explore practical frameworks for accountability, visit this resource.
The Leader’s Role: Building Blocks of a Psychologically Safe Team
Creating a culture of amy edmondson psychological safety starts with leadership.
When they feel they can share their shortcomings and share their experiences, a sense of empathy and understanding for colleagues arises.
Psychological safety is therefore closely linked to motivation and results. But nowadays, there’s just as much interest in: How are people doing?