psychological safety may be the hardest to build. It’s certainly the rarest, because it involves totally rethinking how leaders and teams respond to divergent ideas and mistakes. In fact, how well a team handles mistakes is kind of how psychological safety was discovered in the first place.

Psychological safety means, in Edmondson’s words, “no one will be punished or humiliated for errors, questions, or requests for help, in the service of reaching ambitious performance goals.”