Free Ebooks

What is Psychological Safety?

You may have noticed that the topic of psychological safety is gaining momentum. It’s here and it’s here to stay. Why does the topic have so much traction? Psychological safety is at the heart of the human experience. Learn what Psychological Safety is and why it matters in this Free Downloadable Ebook.

The 4 Stages of Psychological Safety Ladder of Vulnerability™

The most practical way to increase psychological safety is to model acts of vulnerability yourself and reward the vulnerable acts of others. The Ladder of Vulnerability™ will give you examples of vulnerable acts in each of The 4 Stages.

The 4 Stages of Psychological Safety™ Behavioral Guide

If Psychological Safety is the #1 Variable in team performance then how do you improve it? Where do you start? What are the key actions you can take to increase the level of Psychological Safety in your environment? This guide has 120+ behaviors you can use to have a higher level of Psychological Safety. It is the companion to The 4 Stages of Psychological Safety Book. Download it today!

Podcast Episodes

Meeting People Where They Are with Bobbye Sweat

In this episode of Culture by Design, Timothy R. Clark is joined by Bobbye Sweat, Director of Diversity and Inclusion for First Command Financial Services in Forth Worth, Texas. Bobbye shares her experiences in seven different industries as she has worked to meet people where they are. She explains that if you really care, you’ll be authentic. That foundation of inclusion makes all the difference.

The Ladder of Vulnerability Panel Discussion

In this episode, we recap our live virtual event where Timothy R. Clark was joined by panelists Rafael Ramos from Coca-Cola FEMSA, Chantal le Roux from Amazon Web Services, Zaineb Haider from Cigna, and Tracey Walker from RSM. Together they discuss their own personal ladders of vulnerability based on the LeaderFactor vulnerability self-assessment.

Own Your Story with Wenche Fredriksen

On this week’s episode of Culture by Design, Timothy R. Clark is joined by Wenche Fredriksen, Senior Vice President Head of Diversity & Inclusion at DNB, Norway’s largest bank with over 10,000 employees. Wenche wears her heart on her sleeve as she tells Tim her story and explains how she found success in failing, being average, and being human. She encourages listeners to bring their full selves to work and advocate for psychological safety in their workplaces.


Lead With Influence, Not With Power.

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Lead With Influence, Not With Power.

Lead as if you have no power. We are being asked to lead in increasingly-dynamic environments. Those who chase innovation will lead as if they have no power. Otherwise, your competitive advantage will expire faster than your adaptive capacity can keep pace.

Building Connection in a Remote Team

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Building Connection in a Remote Team

Today, teams are built differently. Remote work has changed the way we interact and connect with our colleagues. While team-building activities and personal moments can easily slip through the cracks of your living room couch, valuable connection isn’t off the table. With intentional effort, your remote team can feel just as connected as an in-office team. Here are some LeaderFactor tried-and-true methods of remote connection:

How Psychological Safety Cures Imposter Syndrome.

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How Psychological Safety Cures Imposter Syndrome.

Imposter syndrome. The all-too-common feeling of inadequacy that makes you doubt your successes and achievements. It occurs outside of the comfort zone and triggers a fear of exclusion that motivates you to work harder than necessary to prove your worth. 


Why a Culture of Compliance Can’t Compete With a Culture of Commitment

Why is it that some of the most meticulous, well-designed, and ambitious culture-change initiatives never seem to take off? Well, DEI initiatives don’t exist in a vacuum. They involve vulnerable, fallible, diverse people who have different needs, expectations, perceptions and capacities. While fear-based tactics and threats of punishment might force compliance, compliance will never foster true inclusion, unleash the power of diversity, or create incubators of innovation. Commitment does that.

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Agile Doesn’t Work Without Psychological Safety

Agile’s core technology isn’t technical or mechanical. It’s cultural. Agile teams ultimately rely on psychological safety — an environment of rewarded vulnerability — to have a collaborative dialogic process. The dialogic process informs how the team harnesses intellectual friction (i.e., conflicting ideas) to perform interdependent work. Are team members able to give and take, push and pull, talk and listen, question and answer, act and react, analyze and solve? Or do they censor one another and end up in self-preservation mode? Originally published by Harvard Business Review.

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Use Psychological Safety to Decrease Social Friction in the Workplace

Collaboration is human collision, and unsurprisingly, causes friction. ‍In these moments of collision, a leader’s task is to simultaneously increase intellectual friction and decrease social friction. High intellectual friction lets your team harness creative abrasion and constructive dissent and arrive at real innovation. Here are some psychologically safe behaviors that will help to keep intellectual friction high and social friction low on your team:

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Employee Engagement and Psychological Safety

November 21, 2021

What if employee engagement is actually a symptom of something else? What if there's another factor further back in the causal chain, something that explains employee engagement?

Why Psychological Safety is Oxygen to the Agile Movement

August 21, 2021

Join Dr. Timothy R Clark, author of The 4 Stages of #PsychologicalSafety for "Why Psychological Safety is Oxygen to the Agile Movement."

Becoming a Cultural Architect

July 21, 2021

Join Dr. Timothy R Clark, author of The 4 Stages of #PsychologicalSafety, to how to become a cultural architect. We will explore four critical components of this role: 1. Inclusion modeling 2. Micro-coaching 3. Learning agility 4. Cultural Accountability