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Episode 3 - Psychological safety in teams

Show notes

“Psychological safety describes the belief that neither the formal nor informal consequences of interpersonal risks, like asking for help or admitting a failure, will be punitive… when people feel their workplace is an environment where they can speak up, offer ideas, and ask questions without fear of being punished or embarrassed”. It is a climate where people tend to trust and respect each other, and where people give, and expect to be given, the benefit of the doubt.


Useful resources

4 Steps to Boost Psychological Safety at Your Workplace (hbr.org) 
A Guide to Psychological Safety - The Learner Lab 
Building a psychologically safe workplace | Amy Edmondson | TEDxHGSE 
Edmondson, A.C. (1999). Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, Vol. 44(2): 350-383. 
Edmondson, A.C. (2018). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley Publishing. 
Google’s Project Aristotle 
How Psychological Safety Actually Works (forbes.com) 
How to Cultivate Psychological Safety, and Why it Matters | LinkedIn 

Episode 3 - Psychological safety in teams
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Meet the guests

Jessica is a Doctor of Clinical Psychology with 15 years experience in Psychology, Leadership & Talent Development, Leadership & Wellbeing Coaching, and Organisational Culture & Change.

As a curious and thoughtful coach and facilitator, Jessica focusses on building self-awareness, capability and ultimately choicefulness in individuals and groups; creating positive impacts for individuals, teams, organisations and communities. Jessica’s approach is informed by psychology, neuroscience, corporate pragmatism, and a genuine interest in people. Jessica believes that leadership is foundational to organisational success, and that powerful leadership comes from deeply understanding who we are as people, and making conscious and deliberate choices about the way we engage with others and our environment.

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