#psychological-safety

#psychological-safety

Teams are one of humanity's greatest tools of innovation and discovery. One study showed that teams are six times more likely than individuals to produce breakthrough scientific innovations. But working in teams doesn't guarantee success. Groups can also make us less motivated, conformist, and polarized. In my new book, The Collective Edge: Unlocking the Secret Power of Groups, I rifled through decades of research about how to get the most from your teams.

It was at the Agency where I first truly understood the power of diverse teams," she says. "Success in the field depended on building inclusive, cross-functional units where every voice had value regardless of background, discipline, or rank. Just as critical was cultivating psychological safety: creating a space where people could speak truthfully, challenge assumptions, and innovate under pressure. That foundation of trust was essential to overcoming some of the hardest missions we faced, and it remains core to how I lead today.

I've been out for nearly 15 years. I write openly about queerness. I coach queer tech leaders. I've helped clients come out at work, come out again after trauma, and come out for the very first time. In fact, I'm even scheduled to speak on the main stage at a conference for 500+ LGBTQ+ tech leaders this year. On paper, I look confident and settled in my identity.

In complex systems, failure isn't a possibility - it's a certainty. Whether it's transactions vanishing downstream, a binary storage outage grinding builds to a halt, or a vendor misstep cascading into a platform issue, we have all likely seen firsthand how incidents unfold across a wide range of technical landscapes. Often, the immediate, apparent cause points to an obvious suspect like a surge in user activity or a seemingly overloaded component, only for deeper, blameless analysis to reveal a subtle, underlying systemic flaw that was the true trigger.

"When employee turnover rates exceed 20%, it's time to start looking for other reasons why they quit. Hidden reasons can disengage your workforce significantly."

When someone on your team drops the ball or lets you down, the natural response is to pull back: reduce trust, tighten control, or quietly keep score.

One of the crucial elements of effective dissent is grounding feedback in a shared purpose, helping to avoid personal validation battles and focusing on common goals.

Psychological safety invites belonging, enabling employees to feel both secure and valued as integral members of their teams during significant transitions.

There's a clear distinction between a flat office culture that promotes equality in communication and a hierarchical dysfunction that undermines team morale and effectiveness.

In a healthy work environment, there's a seat for everyone at the table; there is no special treatment, and everyone has equal opportunities for success.