Psychological Safety

Psychological Safety is required for team members to bring their whole selves, their maximum motivation and their best intentions to work.

How I Can Help

Psychological Safety

Cultivating psychological safety is one of the most important roles of effective leaders because it drives inclusion, freedom of expression, engagement, and the ability to have hard conversations leading to innovation and continuous improvement.



4 Stages of Psychological Safety


How to Have Difficult Conversations

I understand the importance of creating a work environment where individuals feel comfortable speaking up, sharing their ideas, and taking risks. I can assist in enhancing levels of psychological safety by measuring the psychological safety within your teams, and providing skill development for having difficult conversations.


Together, we can build a culture of trust and open communication that will drive success for your organisation.


For knowledge work to flourish, the workplace must be one where people feel able to share their knowledge! This means sharing concerns, questions, mistakes, and half-formed ideas.
Amy Edmondson


4 Stages of Psychological Safety

Do you want to create an inclusive workplace that fosters innovation because your team members bring their whole selves to work?


Unfortunately, all too often poor leadership behaviours cause a loss of engagement and people to leave organisations.


Measure Your Team's Psychological Safety

In just 5 minutes per participant, The 4 Stages™ Team Survey measures the levels of psychological safety in teams and identifies what’s enabling your people, what’s holding them back and specific behaviours that team members need to do to cultivate psychological safety in their teams.


Versatile Tool to Improve Performance

Used across organisations, in single, intact or cross-functional teams, the 4 Stages Team Survey is a quick and easy way to educate teams and their leaders about the behaviours that lead to high performance through inclusion and innovation.


Failure of an employee to speak up in a crucial moment cannot be seen. This is true whether that employee is on the front lines of customer service or sitting next to you in the executive board room. And because not offering an idea is an invisible act, it's hard to engage in real-time course correction. This means that psychologically safe workplaces have a powerful advantage in competitive industries.
Amy Edmondson

How to Have Difficult Conversations to Achieve Productive Outcomes

Lean In and Make an Impact

We avoid difficult conversations because we are hardwired to avoid discomfort and danger. But the benefits of being able to have them with confidence are numerous and can be profound in terms of your own performance and ability to deliver outcomes, let alone the impact on your team members, peers, stakeholders, and even your boss.


Shift your mindset

Moving from seeing these conversations as difficult to viewing them as an opportunity to produce a constructive outcome requires a shift in mindset, learning new techniques, and practising them until they are second nature. 


Learn Practical Tools

The ability to build a culture where people face difficulty is as much about being armed with the tools as it is about mindset. This workshop can be run as a virtual or in-person, 2-hour practical workshop as part of organisational learning calendars, management training programs, or offsites.


Get in touch

Have any questions? 

I would love to connect and start a conversation.