workplace drama

Do You Know How Much Talented Team Members are Holding Back?

When team members (especially those on your leadership team) don’t take risks to share their thoughts, ideas, questions, and mistakes,
your team and your company is missing out.


In 2012, Google set out to find what made it’s best teams better than the rest. Based on 180 of its teams, it concluded that there were 5 critical factors for determining the highest-performing teams.

Google Project Aristotle Team FactorsWhat is the #1 factor? Team members must believe it’s safe to speak up in front of the team with ideas, concerns, questions, and mistakes without being humiliated, embarrassed, or ostracized.

This is called psychological safety and is not only a critical factor for building a high-performing team — it’s the gateway to the other factors that build the best teams.


Psychological safety is not about being nice — it’s about engaging in productive conflict and choosing to be respectfully candid over staying silent and safe.

How often do you censor yourself or decide not to say something at all to avoid standing out in a negative way or sounding uninformed? How often might your team be doing that?


While attempting to understand what made teams great, Google discovered 20 years of research done at Harvard  Business School by Novartis Professor of Leadership and Management, Amy Edmondson. Her research showed that psychological safety is critical to creating a high-performing team.

Teams with psychological safety learn more, innovate more, and produce better results than other teams — an important distinction, especially in today’s age of information, collaboration, and complexity.
Measuring Psychological Safety on Teams

I’m one of 18 coach/consultants in North America, certified in Psychological Safety through Noomii and the Fearless Organization.¬† Whether you want to move forward with one team or many, you’ll have access to these other coaches to serve your needs. You’ll experience a simple but powerful team scan to assess the psychological safety on individual teams.

psychological safety assessment process

Based on the team results and a team debrief, we can develop a plan to increase the psychological safety on any team, and especially on your leadership team.


Take the first step toward building a leadership team that doesn’t hold back, enabling them to develop productive working relationships and exceed expectations every time.
contact, strategy sessionSchedule a no-obligation discovery chat today. You’ll learn more about the easy process for measuring psychological safety on your team.¬†