Amy Edmondson defines psychological safety as “the shared belief among team members that the team is safe for interpersonal risk-taking” and explains that “team psychological safety involves but goes beyond interpersonal trust; it describes a team climate characterised by interpersonal trust and mutual respect in which people are comfortable being themselves”
Psychologically safe teams share the belief that within the team, they will not be exposed to interpersonal or social threats, such as being branded negatively on an individual basis, when engaging in learning behaviours such as asking for help, seeking feedback, admitting errors or lack of knowledge, trying something new or voicing work-related dissenting views.
Research has shown that the absence of such threats is strongly associated with team members bringing their whole self to work, expressing their creativity, talents and skills without self-censoring and self-silencing and learning actively on the job developing their capabilities and those of their team.
This is a brief summary of the book “The Fearless Organization – Creating Psychological Safety in the workplace for Learning, Innovation and Growth” by Amy Edmondson. This also includes links to articles and videos on Psychological safety –> The Fearless Organization