For teams to innovate, collaborate, and perform at their best, they need to feel supported and safe in their environment.
For CEOs, this means building a culture where employees are encouraged to contribute, voice their opinions, and challenge the status quo.
When psychological safety is prioritized, teams work more cohesively, engage more deeply, and drive better results.
Amy Edmondson's research, including her book The Fearless Organization, underscores that high levels of psychological safety lead to stronger communication, more innovative solutions, and improved employee engagement.
In Google’s Project Aristotle, a data-driven study of team effectiveness, it was found that psychological safety was the top factor in building successful teams.
But fostering psychological safety is not just about making employees feel comfortable - it’s about creating a space where accountability is key.
As leaders, CEOs must model the behaviors they want to see in their teams. Transparency, vulnerability, and openness are powerful ways to create a culture of psychological safety and trust.
How is your organization creating an environment where people feel safe to speak up and contribute ideas?