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In 2012, Google launched "Project Aristotle," a comprehensive study analyzing over 180 teams to discover the "secret" to their success. Surprisingly, it wasn't intelligence, experience, or benefits that made teams excel, but psychological safety.
What is Psychological Safety?
Psychological safety is the feeling of being safe to take risks without fear of punishment. Google found that teams with high psychological safety were:
- 76% more likely to share new ideas
- 47% more likely to stay at the company
- Generated 40% more revenue
These successful teams exhibited five key traits:
- Psychological safety
- Dependability
- Structure and clarity
- Meaning
- Impact
The Core of Success: Psychological Safety
Data revealed that in psychologically safe teams, members spoke roughly the same amount during meetings, a phenomenon known as "conversational turn-taking." In low-performing teams, one or two people dominated 80% of the discussions.
Google identified specific behaviors that foster psychological safety:
- Leaders admit mistakes first.
- Encourage questions over statements.
- Active listening (eye contact, not interrupting).
- Showing curiosity when someone disagrees.
The Role of Conflict
Interestingly, the best teams weren't always harmonious; they had more conflicts than average teams but managed them productively through direct communication and quick resolution. This led to better performance in:
- Innovation
- Problem-solving speed
- Customer satisfaction
- Employee retention
Impact of Small Changes
Google found that small changes can have a significant impact. Simple practices like starting meetings with personal updates, using phrases like "I might be wrong, but...," and acknowledging others' contributions improved team effectiveness by 23% within weeks.
Google's Practical Blueprint
Here is a practical guide from Google's findings:
- Make it safe to fail.
- Show vulnerability as a leader.
- Encourage equal speaking time.
- Welcome disagreement.
- Focus on learning over blaming.
Building Trust
Trust, a key element of psychological safety, takes time to build and can be broken in seconds. Successful teams at Google built psychological safety consistently through daily actions.
Conclusion
Google's $80 million study proved that it's not the perks or material benefits that create successful teams but a culture where people feel safe to be themselves. These findings have been supported by similar research, such as Amy Edmondson's studies at Harvard, which highlighted the importance of psychological safety in various organizational contexts.
For instance, an Edmondson study published in the "Administrative Science Quarterly" found that teams with high psychological safety tend to be more innovative and perform better overall. Similarly, a study by MIT identified positive correlations between psychological safety and team success in highly dynamic and competitive environments.
To build a successful team, start with psychological safety, creating an environment where members feel free to express themselves, make mistakes, and learn.
