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Creating psychological safety in the workplace for learning, innovation, and growth.
Amy C. Edmondson Ph.D.
It's a driver of performance and excellence, especially in challenging times.
Without psychological safety, employees face impossible choices: speak up and lose any hope of effecting change? Or be silent witness to deadly missteps?
When what's heard isn't what was intended.
I'm often asked: What is the role of psychological safety in diversity, inclusion, and belonging. My answer: You won't get far without it.
On COVID-19, equity, and empathy
The great big thing we're forgetting in the hubbub over psychological safety.
Give thanks and eat pie, like the picture says. A 2-minute read.
People are talking about psychological safety. Here's what it really sounds like.
Creating a pocket of excellence, candor, and learning is worthwhile, no matter what those above you are doing.
How the lack of psychological safety can keep any team from peak performance, and what to do about it.
Whether you are the CEO of Me, Inc. or a major corporation, you will mess up. Here's how to apologize and turn a misstep into an opportunity.
How to create a continuous loop of learning and agile execution.
Amy C. Edmondson, Ph.D., is the Novartis Professor of Leadership and Management at Harvard Business School. She has received worldwide recognition for her work on leadership, teaming, and organizational learning.