Mistake Handling
1
2
3
4
5
Team members openly share mistakes and what they learned from them
1
2
3
4
5
When something goes wrong, we focus on fixing the system rather than blaming individuals
1
2
3
4
5
People feel comfortable admitting when they don’t know something
1
2
3
4
5
Mistakes are treated as learning opportunities rather than failures
Communication Openness
1
2
3
4
5
Team members ask questions without worrying about looking incompetent
1
2
3
4
5
People share dissenting opinions and alternative perspectives freely
1
2
3
4
5
Team members seek help from each other when they encounter challenges
1
2
3
4
5
Everyone’s voice is heard and valued in team discussions
Innovation and Risk-Taking
1
2
3
4
5
Team members suggest new ideas and improvements regularly
1
2
3
4
5
People are willing to try new approaches even if they might not work
1
2
3
4
5
The team discusses and learns from both successes and failures
1
2
3
4
5
Creative problem-solving is encouraged and supported
Team Discussion Questions
Use these to facilitate team conversations about psychological safety
For Teams with High Safety Scores (65-80):
What specific practices have contributed to our strong psychological safety?
How can we maintain these strengths as our team grows or changes?
What can we share with other teams about building psychological safety?
For Teams with Moderate Safety Scores (35-64):
What makes it easier or harder for team members to speak up openly?
Where do we see the biggest gaps between our ideal team culture and current reality?
What one change would make the biggest difference in how safe people feel?
For Teams with Low Safety Scores (Below 35):
What past experiences might be affecting how comfortable people feel sharing openly?
What would need to change for team members to feel safer taking risks and making mistakes?
How can we start building trust and openness in small, manageable steps?
