How does a team—or a company, for that matter—create psychological safety? Edmondson provides a three-step answer in her talk: • Step 1: “Frame the work as a learning problem, not an execution problem.” Because the future is uncertain, emphasize that “we’ve got to have everyone’s brains and voices in the game.” • Step 2: “Acknowledge your own fallibility.” Managers need to let people know that nobody has all the answers—we’re in this together. • Step 3: Finally, leaders must “model curiosity and ask lots of questions.
