Psychological safety training in TorontoCandour, with the standard still high.
Psychological safety training for Toronto teams and the leaders who set the tone, so people can challenge a decision without the bar dropping.
- Half day or 1 day
- In person or remote
- Teams and leaders
- Tailored
- Toronto, in person or hybrid
Toronto
Toronto teams who need the objection said out loud
Toronto leadership groups can recite the research and still run a meeting where the useful objection stays unspoken. This workshop is for an intact team and the leader who sets the tone, so candour gets practised rather than printed on a slide.
We deliver it in person in Toronto or hybrid when that team is split. People can disagree, admit a miss and still be held to a high standard. It is not a session about being nice.
- Best as an intact Toronto team with the leader in the room.
- In person in Toronto, or hybrid when the group is split.
- Practised on how this team actually argues, not on a fictional case.
- Half day or full day.
◆ We've built capability for teams at ◆
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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.
Toronto
Questions about running this in Toronto
Can you run psychological safety training in Toronto?
Yes. In person is the stronger version, because the team hears how the leader responds. Hybrid works when the intact team is split.
Who should attend a Toronto session?
The people who work together, and the leader who sets the tone. A leadership group can do a session, but the intact team is the better room.
How do we book psychological safety training in Toronto?
Use the contact form. Tell us which team, whether the leader will be there and if you want the Toronto room or hybrid. Half day or one day.
Is this a workshop about being nice?
No. The aim is candour with a high standard. Comfort without accountability is not the outcome.
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.