Psychological safety amy edmondson
If there’s no bad news, remind yourself: It’s not that it’s not there. When team members see that their voices lead to positive action, they become more engaged and committed.
By responding productively, leaders reinforce that psychological safety and accountability go hand in hand. Her session, “Psychological Safety: The Essential Underpinning of Successful Transformation,” left a lasting impression and a renewed sense of urgency about the environments we create for our teams.
At its core, psychological safety is the belief that a team is safe for interpersonal risk-taking, that you can ask a question, admit a mistake, or challenge an idea without fear of embarrassment or retribution.
Each challenge requires a tailored approach, grounded in research and practical experience, to foster lasting change.
Navigating Hierarchy and Power Dynamics
Hierarchical structures can silence valuable voices, especially from junior team members.
Once employees see this, they will realize that they are also allowed to make mistakes and ask for help with the things they are responsible for.
Encourage active thinking and participation
Managers and other leaders should encourage employees to actively participate in business processes and workplace regulations, regardless of their position or reputation within the organization.
Methods that can be used for this are brainstorming sessions, team building activities or collaborative initiatives.
Respond to feedback in a productive manner
It is an absolute necessity to respond constructively, respectfully and positively to feedback received.
Accountability
A common misconception is that psychological safety undermines accountability. Many leaders worry that fostering openness might lower standards, but Edmondson’s research shows the opposite. Amy edmondson psychological safety requires recognizing and respecting these differences.
- Provide cultural competence training tailored to your workforce.
- Adapt communication styles to suit multicultural and multigenerational teams.
- Share examples from multinational firms successfully adapting frameworks globally.
By valuing diverse perspectives, organizations unlock greater innovation and trust.
Managing Resistance and Fear of Change
Change initiatives can trigger skepticism or anxiety about repercussions.
Administrative science quarterly, 44(2), 350-383.
Medical teams exemplify this approach by openly discussing potential errors before patient care begins.
Organ. When team members share ideas or admit mistakes, leaders should respond with appreciation and curiosity, not defensiveness.
Punitive reactions drive silence and fear. Instead, leaders should focus on learning and solutions. When psychological safety is present, teams can discuss challenges without fear. For leaders, this means rethinking how they foster amy edmondson psychological safety when teams are spread across locations.
By asking good questions, you’re saying, ‘I value your voice,’” Edmondson says.
Finally, good leaders don’t get angry if the response isn’t what they want to hear.
“Don’t shoot the messenger. Employees may doubt leadership’s commitment to amy edmondson psychological safety or fear retaliation.
- Build trust through transparent communication and consistent follow-through.
- Share both successes and setbacks in safety culture efforts.
- Offer confidential channels for feedback and reporting.
For practical resources on building accountability while supporting psychological safety, visit Accountability Now.
When leaders demonstrate persistence and empathy, resistance decreases and engagement rises.
Sustaining Momentum in Remote and Hybrid Workplaces
Remote and hybrid environments can erode informal communication and trust, posing new challenges for amy edmondson psychological safety.
- Schedule regular virtual check-ins to maintain connection.
- Use digital platforms for anonymous feedback and recognition.
- Ensure leaders maintain a visible presence, even from a distance.
Distributed teams thrive when psychological safety is intentionally woven into daily routines and communication channels.
Measuring Progress and Demonstrating ROI
To secure ongoing leadership support, it is essential to track outcomes of amy edmondson psychological safety initiatives.
- Use data to monitor engagement, retention, and performance.
- Share success stories and tangible results to reinforce value.
- Report improvements, such as lower turnover or increased innovation, post-implementation.
Measurement fosters accountability and helps ensure psychological safety becomes a sustained part of organizational culture.
Future Trends: Psychological Safety in the Evolving Workplace (2025 and Beyond)
As we look ahead to 2025 and beyond, amy edmondson psychological safety is set to become even more critical.
Psychological safety was essential, whether for hospital workers candidly reporting (and learning from) errors or for employees feeling comfortable setting work-life boundaries during lockdown.
When workers stayed silent due to feeling unsafe or undervalued, disaster struck: Consider the spectacular implosion of New York Governor Andrew Cuomo’s administration after it came to light that people were concealing the number of nursing home deaths to play down the pandemic’s toll.
The authors identify four research-backed steps that leaders can take to cultivate psychological safety among their employees.
Let’s break down the essential leadership actions that foster trust, learning, and high performance.
Framing the Work and Setting Expectations
At the heart of amy edmondson psychological safety is the leader’s ability to frame work in a way that highlights both purpose and risk.