Chapter 1
Psychological Safety
“Without a culture of curiosity, new ideas rarely see the light of day.”
– Amy Edmondson
Cultivate a culture of curiosity
When curiosity is welcomed, people feel safe asking questions and challenging assumptions.
This openness sparks creative thinking and reduces the fear of appearing uninformed.
Create a “question round” during team meetings where anyone can pose questions without judgment or time constraint.
Reframe mistakes as data
Instead of viewing errors as failures, treat them like valuable data.
Amy Edmondson’s research shows that learning organizations prioritize discovery over blame.
After a project setback, hold a “lessons learned” session to identify what worked, what didn’t, and how to improve next time.
Signal your own vulnerability
Leaders who share uncertainties show that it’s okay not to have all the answers.
By demonstrating transparency, you invite others to speak freely without fear of judgment.
In a team huddle, a manager admits they’re unsure about the best approach, asking for input—this encourages open sharing.
Adopt a learning mindset
This approach shifts focus from proving yourself to improving yourself.
Teams with a growth-oriented mindset are more likely to engage openly in constructive debate.
Normalize productive conflict
Psychological safety doesn’t mean avoiding conflict; it means navigating disagreements respectfully.
Healthy tension leads to better decisions when everyone feels free to speak.
Implement ground rules that encourage respectful debate (e.g., no personal attacks, focus on ideas not individuals).
Feel free to share with your colleagues
Give feedback, ask questions or request new resources
