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💻 Take the Assessment! Uncover where your organization stands on psychological safety—and get clear guidance on what to do next. 💻

To assess if your organization is ready to bring in psychological safety sustainably—not as a one-time initiative but as a lasting cultural shift—you’ll want to evaluate leadership mindset, system readiness, employee climate, and alignment with strategic priorities.

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Question 1 of 23

How well do your leaders understand what psychological safety truly is—and what it’s not? 

A

Deeply understand and communicate it accurately

B

Some understanding, but lack confidence or clarity

C

Minimal understanding or common misconceptions

D

Not sure

Question 2 of 23

Are senior leaders willing to model vulnerability, admit mistakes, and receive feedback openly?

A

Consistently model these behaviors

B

Occasionally do so, with some hesitation

C

Rarely model vulnerability

D

Not sure or varies by leader

Question 3 of 23

Is there a commitment from leadership to long-term cultural change, not just a one-time initiative?

A

Strong long-term commitment with a clear roadmap

B

Some interest, but no formal commitment yet, need support for roadmap and budget allocation

C

Little to no demonstrated interest, more of a check-off the list item

D

Not sure

Question 4 of 23

How does leadership currently respond to dissent, failure, or bad news?

A

Encourages it as part of learning and innovation

B

Tolerates it but doesn’t reward or encourage

C

Discourages, punishes or excludes the employee or contractor

D

Silences or let’s employee or contractor go

Question 5 of 23

Do existing systems reward openness, learning, and respectful challenge?

A

Strongly supports, reinforces, celebrates these behaviors

B

Somewhat aligned but inconsistent

C

Systems focus mostly on output and compliance

D

Not sure

Question 6 of 23

Are there processes in place for addressing interpersonal harm in a trust-building way?

A

Yes, they are clear, consistent, and accessible

B

Somewhat, but underutilized or unclear

C

Rarely or never addressed directly

D

Not sure

Question 7 of 23

Is there a budget and dedicated resources to support ongoing psychological safety efforts?

A

Yes, fully funded and supported

B

Somewhat allocated resourced, but no long term plan

C

No budget or resources allocated

D

Not sure

Question 8 of 23

Does your organization plan to budget for including Contractors in any education or scans on psychological safety?

A

Yes, fully funded and supported

B

Yes, fully funded and supported

C

No budget or resources will be allocated for Contractors

D

Not for Contractors or Employees

Question 9 of 23

Do employees feel safe giving upward or cross-functional feedback?

A

Yes, across most teams and functions

B

Sometimes, depends on the context

C

Rarely, fear or hierarchy prevents it

D

Not sure

Question 10 of 23

Are people regularly encouraged to raise concerns, share ideas, or admit uncertainty?

A

Frequently and openly encouraged

B

Occasionally supported

C

Rarely encouraged or modeled

D

Not sure

Question 11 of 23

Do underrepresented voices feel heard and valued?

A

Yes, consistently and intentionally

B

Sometimes, but inconsistently

C

Not currently prioritized

D

Not sure

Question 12 of 23

Is there trust between departments, levels, and roles?

A

High trust is the norm

B

b) Some trust, with occasional silos or territorial issues

C

Widespread distrust or fear

D

Not sure

Question 13 of 23

How will psychological safety be measured over time?

A

Using a reliable tool (e.g., Fearless Organization Scan)

B

Planning to implement something soon

C

No measurement in place yet

D

Not sure

Question 14 of 23

Who will be accountable for sustaining psychological safety?

A

Specific roles and teams are clearly responsible - Human Resources or DE&I

B

Our Project Management Office (PMO), Value Management Office (VMO), Agile Transformation Office (ATO) with a deeply knowledgeable person dedicated to guiding the organization

C

Vaguely defined accountability

D

Not sure

Question 15 of 23

What is the level of psychological safety myth awareness in your organization?

A

Myths are actively addressed and debunked

B

Some awareness, but limited action

C

Myths still influence understanding and decisions

D

Not sure

Question 16 of 23

Is there a history of initiative abandonment that might create skepticism?

A

Yes, and it’s acknowledged and being addressed

B

Yes, but not directly addressed yet

C

No known recent history of this that would impact

D

Not sure

Question 17 of 23

Has middle management resistance—and the risk of weaponizing psychological safety—been addressed?

A

Yes, we’ve engaged managers proactively and clarified the purpose to avoid misuse

B

Some awareness, but deeper alignment and education are still needed

C

Resistance is present and may lead to performative or misused efforts that harm trust

D

Not sure

Question 18 of 23

Is stress, burnout, or emotional toll acknowledged and supported?

A

Yes, openly discussed, supported, work-life balance is top priority

B

Occasionally addressed

C

Rarely acknowledged or seen as weakness

D

Not sure

Question 19 of 23

How are failures treated in your organization?

A

As learning opportunities, shared and celebrated

B

Quietly tolerated but not discussed

C

Often punished or covered up

D

Depends on who is involved

Question 20 of 23

Do employees feel seen, heard, and respected by their colleagues and supervisors?

A

Yes, this is a consistent cultural strength

B

Sometimes, varies by team

C

New Choice Rarely or inconsistently experienced

D

Not sure

Question 21 of 23

Have employees been invited to learn what psychological safety means?

A

Yes, through structured conversations or workshops

B

Some informal discussion, but not formalized

C

One-time hour long workshop with nothing actionable beyond

D

No plan in place

Question 22 of 23

Is there a plan for the creation of team/working/social agreements or shared norms?

A

Yes, currently in progress or completed

B

Discussed but not implemented

C

No plan in place

D

Not sure

Question 23 of 23

Would you like Shari at InKNOWnative to reach out to you?

A

Yes

B

No

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