Psychological safety training in AdelaideCandour, with the bar still high.
Psychological safety training for an Adelaide team and the leader who sets what can be said.
- Half day or 1 day
- In person or remote
- Teams and leaders
- Tailored
- Adelaide, in person or hybrid
Adelaide
For an Adelaide team and the leader who sets the tone
A team can be direct about a clinical or operational risk and quiet about a bad decision in an Adelaide meeting. This workshop is for that intact team and the leader whose reaction teaches everyone what can be said.
In person in Adelaide works best, so people hear the response. Hybrid is there if the team is split. The standard of the work stays high.
- Best as an intact team with the leader in the room.
- In person in Adelaide, or hybrid when the group is split.
- Used on how this team actually argues.
- Half day or full day.
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The problem
The smartest people in the room say nothing.
Silence in the room
People hold back ideas, questions and concerns rather than risk looking foolish.
Mistakes stay hidden
Problems fester because it is not safe to admit them early.
Innovation stalls
No one risks the half-formed idea that could have been the breakthrough.
Nice is not safe
Teams mistake comfort for safety, avoid hard conversations, and let standards slip.
What you'll walk away with
By the end, your team will have
- A shared, precise understanding of what psychological safety is, and what it is not
- A read on where your team sits today, on safety and on standards
- Edmondson's three moves: set the stage, invite participation, respond productively
- The language to disagree, challenge and admit mistakes without fear
- A concrete plan to build safety while keeping standards high
What we cover
The flow of the day
- 01
The evidence
Edmondson's research and Google's Project Aristotle. Why safety drives performance.
- 02
Safety is not niceness
The learning zone, where high safety meets high standards.
- 03
Diagnose your team
Use Edmondson's assessment to see where your team really stands.
- 04
The leader's role
The three-step framework in practice: modelling curiosity and fallibility.
- 05
Practising candour
Structured tools for feedback, dissent and admitting error, used live.
Who it's for
Who should be in the room
Bring the whole team. Safety cannot be built by one person in isolation.
Team leaders and managers
The people who set the tone. Safety starts with them.
Intact teams
Best done together. It is a shared, team-level capability.
Leadership groups
Executives building a culture that scales beyond one team.
Format and logistics
How it runs
Duration
Half-day primer or 1-day deep dive.
Delivery
In person or purpose-built remote.
Best with
An intact team or leadership group.
Tailoring
Shaped to your team's real dynamics and challenges.
Facilitator
Steve Glaveski
Founder of Collective Campus, 2× Wiley author and HBR contributor who has helped 100+ organisations build the cultures where good ideas surface. Steve runs these sessions himself.
Proof
Built on Edmondson and Project Aristotle
Google studied 180 teams and found psychological safety was the strongest factor in how they performed. Amy Edmondson at Harvard defined it as a shared belief that the team is safe for interpersonal risk, and showed that it pays off when standards stay high. That pairing is the learning zone.
Amy Edmondson, Harvard
Psychological safety is a shared belief that the team is safe for interpersonal risk. High safety plus high standards is the learning zone.
Google, Project Aristotle
A study of 180 teams found psychological safety was the strongest factor in team effectiveness.
Adelaide
Questions about running this in Adelaide
Should the Adelaide leader attend the session?
If they set the tone, yes. The team learns from the response they will actually get next week.
Is this a workshop about being nice?
No. The aim is candour with a high standard. Comfort without accountability is not the outcome.
How do we book psychological safety training in Adelaide?
Use the contact form. Name the team, confirm the leader will be there and say whether you want the Adelaide room or hybrid.
Can leaders attend without their teams?
They can, and it is weaker. Start with one intact team.
Build a team where the best ideas actually get heard.
Tell us which team you want in the room. We will shape the day around how they work now.