when asked thoughtfully, a good question indicates to others that their voices are desired –instantly making that moment psychologically safe for offering a response.

What was clear was that leaders in some groups had been able to effectively create the conditions for psychological safety while other leaders had not. This

Yet a 2017 Gallup poll found that only 3 in 10 employees strongly agree with the statement that their opinions count at work.6 Gallup

flourishing organizations where leaders have created the conditions to make listening and speaking up the norm, not the exception. In these fearless workplaces, it's far less likely that employees will refrain from sharing valuable information, insights, or questions and far more likely that leaders will listen to rather than dismiss bad news or ea

Leadership Self-Assessment The practices described in this chapter are dominated by complex interpersonal skills and thus not easy to master. They take time, effort, and practice.36 Perhaps the most important aspect of learning them is to practice self-reflection. A set of self-assessment questions, provided in a sidebar, can be used to do just tha

Instead of asking workers to give their opinions directly about safety issues, they asked, “what do we need to do to create a work environment of care and respect?” That was when workers started to feel safe enough to speak up about specific concerns.

Psychological safety does not imply excessive talking and over-processing. Psychologically safe meetings do not have to take longer. Conversely,

In short, psychologically safe teams made fewer errors and spoke up about them more often.

the courage it takes to speak up must receive the mini-reward of thanks.