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Psychological safety

In 2012, Google found that psychological safety was the most important to making a team succeed, not the smartest teams or the ones who socialized outside the office. Psychological safety is a shared belief that the team is safe for interpersonal risk-taking. The team will not embarrass, reject or punish someone for speaking up.

Remote-first teams embrace values of trust and transparency out of necessity. Trust and transparency make people feel respected, valued, and safe to voice dissenting opinions. Teammates can read of people challenging ideas and presenting new viewpoints and having their perspective acknowledged. It gives them the confidence to do the same.


131 reads


Examples of remote innovation

  • Some of the most innovative software projects are open-source, developed remotely and asynchronously, such as the Linux kernel. As of 2017, roughly 15,600 developers from all over the world had contributed to the kernel.
  • In 1962, "Freelance Programmers"


145 reads

Remote teams are not utopia

Remote work isn't perfect and won't be a good fit for everyone. It can be lonely and feel awkward connecting with new coworkers. With an emphasis on results over time spent working, remote workers also tend to work longer hours. Remote workers can consist of diverse or uniform te...


101 reads

The advantage of slower problem-solving of remote teams

The kind of asynchronous communication embraced by many remote-first teams allows for more thought-out responses, fewer interruptions, and more focused work.

But when emergencies happen, remote teams need systems and protocols in place to handle them efficiently. Even here...


126 reads

Diversity of perspectives

Remote work opens companies up to a literal world of new talent - people from other towns, states, countries, and continents.

Research shows that groups representing a diversity of race, ethnicity, gender and sexual orientation, bring unique information and experiences to ...


129 reads

Arguments for remote work

Leaders who say remote teams can't be innovative fail to see the potential problem as a starting point for innovation.

Logic also would suggest that early adopters of remote work are indeed more likely to be innovative and open to new ideas and ways of working.


214 reads

Argument against remote work

Argument against remote work

The argument is that while remote employees may be more personally productive, the team creativity and innovation suffer. People really need spontaneous interactions at the water cooler or break room or at happy hours to foster serendipity that drives innovation.

People wh...


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Research in favour of in-office collaboration

  • One research-backed argument favouring co-located teams is that teams are more collaboratively efficient and solve problems faster.
  • An article covering IBM's move to shutter their remote workforce in 2017 states that business today is more like a series of emergenc...


154 reads




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Make it safe to disagree

Teams that operate with psychological safety consistently deliver creative breakthroughs and report high levels of interpersonal trust.

Psychological safety is that sense of confidence that their team will not embarrass, reject or punish them for speaking up

Psychological Safety

Psychological Safety

Psychological safety is a "shared belief, held by members of a team, that a group is a safe place for taking risks. It is a sense of confidence that the team will not embarrass, reject, or punish someone for speaking up.”(Amy Edmondson, 1999)


Psychological Safety

Psychological Safety

Research indicates that successful teams foster “psychological safety”. This is a culture characterized by interpersonal trust and mutual respect, where people are comfortable being themselves.

Teams with psychological safety are more creative. They’re more trusting. They’re m...


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