Psychological safety — the belief that one can speak up without risk of punishment or humiliation — has been well established as a critical driver of high-quality decision making, healthy group dynamics and interpersonal relationships, greater innovation, and more effective execution in organizations. When it comes to psychological safety, managers have traditionally focused on enabling candor and dissent with respect to work content. The problem is, as the boundary between work and life becomes increasingly blurry, managers must make staffing, scheduling, and coordination decisions that take into account employees’ personal circumstances — a categorically different domain.

Episode Resources
Building a psychologically safe workplace | Amy Edmondson | TEDxHGSE https://youtu.be/LhoLuui9gX8
https://hbr.org/2017/08/high-performing-teams-need-psychological-safety-heres-how-to-create-it
https://www.ccl.org/articles/leading-effectively-articles/what-is-psychological-safety-at-work/
https://hbr.org/2021/04/what-psychological-safety-looks-like-in-a-hybrid-workplace
https://www.businessinsider.com/psychological-safety-remote-work-how-to-foster-2021-5
https://www.mckinsey.com/business-functions/organization/our-insights/psychological-safety-and-the-critical-role-of-leadership-development

Original podcast theme music by Lance Keltner. https://www.youtube.com/user/lancekeltner This episode of the #FeelingsMatter Podcast was recorded and mixed at MSR Studios in Saint Paul, MN. Copyright 2021, all rights reserved. No reproduction, excerpting, or other use without written permission.

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