What is psychological safety?
Amy Edmondson defines it as “a shared belief that the team is safe for interpersonal risk-taking.” You feel it when it’s okay to admit mistakes, say “I don’t know,” or raise difficult issues. Psychological safety requires mutual dependence, which is supported by other principles like clear goals, defined roles, and positive feedback.

Why is psychological safety important?
It fosters learning and better performance. It also encourages information sharing—essential for inclusive decision-making (Principle 3).

A base for kind corrections:
This principle also covers negative feedback, such as asking someone to stop a behavior. But since that can be risky, we recommend establishing psychological safety first. Only use negative feedback when necessary—and be kind and behavior-focused.

Tips for psychological safety exercises:
It’s easier to talk about problems when you discuss behaviors, not personal traits. For example, hearing “That was a strange thing to do” feels better than “You’re strange.” These exercises help your team recognize that behaviors arise from situations—not personalities.

You’ll know you’re doing well with principle 5 when…
Team members feel safe taking risks—asking for help, sharing unfinished work, or talking about mistakes and tough topics.