Psychological Safety: The Foundation of High-Performing Teams

In every high-performing organization, collaboration and trust are what truly drive results. In our work with teams across the Middle East and beyond, we’ve seen that productivity isn’t just about talent, it’s about how people interact, support one another, and feel safe to speak up.

So, what is psychological safety in the workplace?

Harvard Professor Amy Edmondson, who introduced the concept, defines it as

“a shared belief that the team is safe for interpersonal risk-taking.”

In simpler terms, psychological safety means people feel secure enough to ask questions, make mistakes, or challenge ideas, without fear of embarrassment or punishment.

Edmondson’s early research showed that high-performing hospital teams reported more mistakes not because they made more errors, but because they felt safe to discuss them openly. That willingness to speak up led to better learning, innovation, and outcomes.

In working environments in MENA, where hierarchy and respect often shape communication, team dynamics can make it harder for employees to speak freely. Leaders who want to build trust in the workplace must model openness, empathy, and inclusion.

Ask yourself: Do my employees feel safe to voice concerns? Do they feel included in decisions?

Sometimes, silence in teams isn’t a lack of ideas - it’s a sign that people don’t yet feel safe enough to share them. Creating space for openness and empathy can transform how teams connect and collaborate.

We help leaders build psychologically safe workplaces where innovation, learning, and high performance thrive.

If you’re curious about how to create a psychologically safe workplace or strengthen trust and collaboration in your team, start by measuring where you stand.

Learn more about the Fearless Organization Scan - the globally recognized tool developed by Amy Edmondson to assess and improve psychological safety at work.