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Writer's pictureGreg Doran
Nov 4, 20232 min read

How to turn the redeem team into the dream team.



The concept of high-performance teams in organisational development refers to teams, organisations, or virtual groups that are highly focused on achieving their goals and achieving superior business results (1). These teams outperform all similar teams and exceed expectations considering their composition. But what makes a high-performing team?


Google's Project Aristotle (2) aimed to identify the key factors that contribute to effective team performance. The study, conducted by a team of researchers at Google, concluded that psychological safety was the most crucial element for high-performing teams. The research studied over 180 teams and found that teams with high levels of psychological safety outperformed others.


So, what is psychological safety?


Psychological safety was defined by Amy Edmundson as a shared belief held by team members that the team is safe for interpersonal risk-taking (3). The research conducted by Google's Project Aristotle revealed that teams, where members feel safe to take risks, share ideas, and communicate openly, tend to be more successful. This underscores the importance of creating an environment where individuals feel psychologically safe, ultimately contributing to the overall performance of the team.


How do you create a psychologically safe environment?


Achieving psychological safety at work involves creating an environment where individuals feel comfortable taking interpersonal risks. Insights into strategies to foster psychological safety are not comprehensive, but here are some general tips to start the journey to a high-performing team.


Leadership Commitment:

Leaders should commit to and demonstrate the importance of psychological safety. When leaders prioritise open communication and learning, it sets the tone for the entire organisation (4)


Clear Communication:

Encourage clear and transparent communication. Establish open channels for expressing ideas, concerns, and feedback without fear of reprisal (4).


Encourage Collaboration:

Promote collaboration and teamwork. Create an atmosphere where individuals feel supported when working together towards common goals (4).


Acknowledge Mistakes:

Foster a culture that views mistakes as opportunities for learning and improvement rather than as failures. Encourage open discussions about lessons learned (4).


Inclusive Leadership:

Embrace inclusive leadership practices. Ensure that everyone's perspectives and contributions are valued, regardless of their position within the organisation (5).


Regular Feedback:

Provide regular, constructive feedback. This helps individuals understand their strengths and areas for improvement without feeling threatened (4).


Training and Development:

Invest in training programs that focus on building interpersonal skills, emotional intelligence, and conflict resolution to enhance psychological safety (5).


In conclusion, Google's Project Aristotle found that psychological safety is the most critical element of high-performing teams. Psychological safety involves creating an environment where individuals feel safe to take interpersonal risks. To foster psychological safety, leaders should commit to and demonstrate its importance, encourage clear communication and collaboration, acknowledge mistakes, embrace inclusive leadership practices, provide regular feedback, and invest in training programs that focus on building interpersonal skills.








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