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Psychological Security

Google researchers, in the Aristotle project - due to the philosopher's phrase “the whole is greater than the sum of its parts”, concluded that for us to assemble a productive team it is more important how people work together than their individual skills. And that the main factor for productive teams is psychological security.


Psychological security is when the team feels secure in expressing itself, sharing, taking risks, without the fear of being judged, punished or embarrassed. Amy Edmondson, a Harvard professor who specializes in the subject, cites examples of the disastrous consequences of teams that do not feel psychological security and therefore remain silent, even if they are right. This is the case of a nurse who had the perception that the dosage of the patient's medication was high. However, she was on call and would have to call the doctor. She recalled other times when she called to ask questions and he reacted reactively and criticized and judged her. So, she didn't call even though she was right. Another case is that of a co-pilot who realizes that the pilot is wrong, but also does not feel comfortable talking. Imagine the consequences of these two situations of silence for fear?

"Psychological security is the belief that no one will be punished or humiliated for sharing their ideas, questions, concerns or mistakes."

Dr. Amy Edmondson, Harvard professor.


But why, sometimes, do we as leaders fail to see that our team does not feel safe to express themselves? Why is it so difficult to assume our vulnerabilities when we are in the lead and we often prefer to turn a blind eye to the feelings of our team?

About psychological security:

We are a family owned and operated business.

We are a family owned and operated business.

Do all the employees on your team feel free to brainstorm in front of others?

We are a family owned and operated business.

Do all employees on your team think they can fail or will they feel rejected?

We are a family owned and operated business.

Do employees feel they can count on each other?

We are a family owned and operated business.

Is the team's purpose clear?

We are a family owned and operated business.

Does the team feel recognized?

We are a family owned and operated business.

Does the team have autonomy?

Do your team's collaborators know what the area's goals are and how to get there?


Why psychological security?

According to Gallup, by increasing from 30% to 60% the employees who feel psychological security in the team:

-> -27% turnover

-> -40% security incidents

-> + 12% productivity


Bring the theory of psychological security and practical exercises and reflections so that leaders can create safe and trustworthy environments for the team to act with high performance.


  • Present challenging current scenario

  • The Importance of Psychological Safety for High Performance Teams

  • The 04 aspects of Psychological Security

  • Measuring the psychological security of the team

  • Practices and behaviors to create trust and psychological security environments


Expository contents, tools, examples and exercises for learning to be experienced in everyday practice, going beyond the classroom.

Participatory approach, sharing experiences.



4h or 8h

For whom:


Want to know more?

Do you want to further deepen your knowledge and make your HR team a specialist in corporate happiness? Meet the International Certification of Chief Happiness Officer In-company.

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