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    Interactive assessment

    Team Psychological Safety Audit

    A research-validated diagnostic to measure the psychological safety of your team, the single strongest predictor of team performance, learning, and innovation.

    Managers account for 70% of the variance in team performance (Gallup, 2025). The most powerful lever a manager has is the psychological safety of their team, the shared belief that it is safe to speak up, take risks, and admit mistakes without fear of blame. This audit helps you understand where your team stands across four dimensions of safety, and where to focus your development energy.

    Questions or items
    20 questions or items
    Completion time
    Around 10 minutes
    Dimensions
    Voice & Candour, Failure & Learning, Inclusion & Belonging, Challenge & Growth
    What you receive
    Personalised results with configured interpretation bands, section scores and development guidance.

    What it covers

    • Voice & Candour
    • Failure & Learning
    • Inclusion & Belonging
    • Challenge & Growth

    Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree). Answer based on how your team actually operates, not how you would like it to. Honest scores produce the most useful results.

    Results: Personalised results with configured interpretation bands, section scores and development guidance.

    How this interactive diagnostic works

    This page provides the documented overview before the interactive experience is loaded. It lets you read the purpose, the material covered and the way the result is presented without entering answers or sending a request. When you choose to continue, the interactive version uses the same material shown here. It records your selections while you work and only calculates its result when its required items are complete.

    Analytics consent is required before the interactive experience is mounted. Declining consent does not start the diagnostic or its tracking. If you continue, the existing experience remains responsible for its own input, score and lead-capture step. Where the route requests a first name and work email, its existing form handles validation and submission. This overview does not replace those steps or submit a lead.

    Statements in this diagnostic

    The interactive version groups the statements below by section. Read them in relation to the situation named in the instructions, then use the response scale shown by the diagnostic. The section descriptions are part of the existing configuration and explain the aspect each group is intended to examine.

    Voice & Candour

    The extent to which people feel safe speaking up with ideas, concerns, and honest feedback (Edmondson, 1999).

    1. Team members regularly speak up with ideas, even when those ideas might be challenged
    2. People on my team feel comfortable raising concerns or problems before they escalate
    3. Disagreement and challenge are welcomed in this team, not suppressed
    4. People give honest feedback to each other, even when it is uncomfortable
    5. Team members would tell me directly if they thought I was making a mistake

    Failure & Learning

    The degree to which mistakes are treated as learning opportunities rather than causes for blame (Edmondson, 2018).

    1. When something goes wrong, the team focuses on what we can learn rather than who is to blame
    2. People in this team are willing to experiment and try new approaches, even at the risk of failure
    3. Mistakes are discussed openly in this team, not hidden or minimised
    4. I actively share my own mistakes and learning with the team
    5. The team recovers quickly from setbacks rather than dwelling on them

    Inclusion & Belonging

    Whether every team member feels genuinely valued, heard, and included in meaningful ways.

    1. Every person on this team feels their contribution is genuinely valued
    2. Quieter team members are actively invited into discussions, not just the loudest voices
    3. People feel comfortable being themselves in this team without masking who they are
    4. Diverse perspectives are actively sought out and taken seriously
    5. New team members are welcomed and integrated in ways that make them feel they belong quickly

    Challenge & Growth

    The extent to which the team operates with productive challenge, pushing each other toward higher standards with care and respect.

    1. Team members hold each other to high standards with honesty and respect, not just polite agreement
    2. We regularly have conversations about how to improve how we work together
    3. People on this team actively support each other's growth and development
    4. The team has difficult conversations when they are needed, rather than avoiding them
    5. I create explicit space for the team to give me feedback on my leadership

    How the result is read

    The interactive diagnostic totals the selected item scores by section and across the whole assessment. It then matches those totals to the configured interpretation bands and shows the section-level results alongside the overall result.

    • Low Safety, 20 to 45: Your team is operating with significantly limited psychological safety. People are likely holding back ideas, hiding mistakes, and managing upward rather than contributing freely. This is your most important development priority, and the research is clear that performance will be constrained until safety improves.
    • Emerging Safety, 46 to 65: Some foundations of psychological safety exist, but significant gaps remain. Your team may feel safe in some areas but not others, pay attention to your lowest-scoring sections. Building from here is achievable with consistent leadership behaviour change.
    • Developing Safety, 66 to 82: Your team has reasonable psychological safety, with real strengths to build on. The work now is deepening, moving from a team that generally feels safe to one that actively uses that safety to perform at its best: more candour, faster learning, more productive challenge.
    • High Safety, 83 to 100: Your team demonstrates strong psychological safety across all dimensions. This is a genuine competitive advantage, protect and sustain it as the team changes and grows. The challenge now is ensuring this safety enables high performance rather than comfort.

    Sources named in this diagnostic

    • Edmondson, A.C. (1999) 'Psychological safety and learning behavior in work teams', Administrative Science Quarterly, 44(2), pp. 350-383.
    • Edmondson, A.C. (2018) The Fearless Organization. Hoboken, NJ: John Wiley & Sons.
    • Gallup (2025) State of the Global Workplace Report. Washington, DC: Gallup Press.
    • Google (2015) Project Aristotle: What makes a team effective? Mountain View, CA: Google re:Work.
    • World Economic Forum (2026) The Human Advantage: Stronger Brains in the Age of AI. Geneva: WEF.

    Where to take the next step

    Our team programmes build genuine trust, accountability and sustained high performance.

    Explore Team Effectiveness Workshops

    Frequently asked questions

    What does the Team Psychological Safety Audit measure?

    Managers account for 70% of the variance in team performance (Gallup, 2025). The most powerful lever a manager has is the psychological safety of their team, the shared belief that it is safe to speak up, take risks, and admit mistakes without fear of blame. This audit helps you understand where your team stands across four dimensions of safety, and where to focus your development energy.

    How many questions are in the Team Psychological Safety Audit?

    It contains 20 questions grouped into 4 dimensions: Voice & Candour, Failure & Learning, Inclusion & Belonging, Challenge & Growth.

    How is the Team Psychological Safety Audit scored?

    Responses are scored within each section and totalled across the diagnostic. The total is compared with the configured interpretation bands.

    What happens after I complete the Team Psychological Safety Audit?

    After the required items are answered, the existing first-name and email gate is shown before the results are displayed. The result includes an overall interpretation, section scores and development guidance.

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