The Importance of Psychological Safety in Teams
Google's now-famous Project Aristotle showed that psychological safety—not compensation or credentials—is the strongest predictor of high-performing teams. Yet, in India, where hierarchical norms and power distance are deeply embedded, creating such safety remains a challenge.
Challenges in Creating Psychological Safety
MIT Sloan's 2025 study on psychological safety found that even well-intentioned managers often silence teams unknowingly through micro-behaviors like interrupting, dismissive feedback, or reward structures that favor conformity. For startups, where rapid pivots demand open disagreement and fast learning, the stakes are even higher.
Training Managers for Humility and Innovation
How do we train managers to lead with humility? Can performance appraisals reward dissent and innovation, not just results? True safety doesn't mean being nice—it means being honest.
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1Google's now-famous Project Aristotle showed that psychological safety—not compensation or credentials—is the strongest predictor of high-performing teams. Yet, in India, where hierarchical norms and power distance are deeply embedded, creating such safety remains a challenge.
Challenges in Creating Psychological Safety
MIT Sloan's 2025 study on psychological safety found that even well-intentioned managers often silence teams unknowingly through micro-behaviors like interrupting, dismissive feedback, or reward structures that favor conformity. For startups, where rapid pivots demand open disagreement and fast learning, the stakes are even higher.
Training Managers for Humility and Innovation
How do we train managers to lead with humility? Can performance appraisals reward dissent and innovation, not just results? True safety doesn't mean being nice—it means being honest.
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