Quotes from Amy C Edmondson

Hierarchy (or, more specifically, the fear it creates when not handled well) reduces psychological safety.

Low levels of psychological safety can create a culture of silence. They can also create a Cassandra culture – an environment in which speaking up is belittled and warnings go unheeded.

High standards in a context where there is uncertainty or interdependence (or both) combined with a lack of psychological safety comprise a recipe for suboptimal performance.

Yet a 2017 Gallup poll found that only 3 in 10 employees strongly agree with the statement that their opinions count at work.6 Gallup calculated that by "moving that ratio to six in 10 employees, organizations could realize a 27 percent reduction in turnover, a 40 percent reduction in safety incidents and a 12 percent increase in productivity."7 That's why it's not enough for organizations to simply hire talent.

People sit in a circle, with the intention of de-emphasizing hierarchies and instead encouraging what's called "a leader in every chair."34 To create the mindfulness and focus conducive to an environment where everyone collaborates and contributes, meetings begin with a minute of silence.

Early signs of gaps between results and plans must be viewed first as data – triggering analysis – before concluding that the gaps are clear and obvious evidence of employee underperformance.

Many managers confuse setting high standards with good management.