High-performing teams need psychological safety because it allows team members to feel comfortable sharing their ideas and perspectives without fear of negative consequences.

When team members feel comfortable speaking up and sharing their ideas, it leads to better communication, more diverse perspectives, and ultimately better decision-making. This can result in improved performance and innovation.

On the other hand, when team members shut up and do not speak up, it can lead to groupthink, missed opportunities, and errors. It can also lead to a lack of trust and a lack of confidence in the team's ability to effectively problem-solve.

There are four levels of psychological safety commonly used to describe the various stages of psychological safety in a team. Each level builds on the previous one. It is important for a team to strive for all four levels to achieve a high level of psychological safety. Additionally, it's not a one-time achievement, but rather a continuous process that requires ongoing effort and commitment from all team members and leaders.

Psychological safety refers to the belief that one will not be punished or humiliated for speaking up or sharing ideas in a workplace setting. It is a shared belief among team members that the team is a safe place to take interpersonal risks.

When team members feel comfortable speaking up and sharing their ideas, it leads to better communication, more diverse perspectives, and ultimately better decision-making. This can result in improved performance and innovation.

On the other hand, when team members shut up and do not speak up, it can lead to groupthink, missed opportunities, and errors. It can also lead to a lack of trust and a lack of confidence in the team's ability to effectively problem-solve.

Psychological safety refers to the belief that one will not be punished or humiliated for speaking up or sharing ideas in a workplace setting. It is a shared belief among team members that the team is a safe place to take interpersonal risks.