Culture
Everyone talks about psychological safety. We make your team feel it.
Psychological Safety Training from IMPROV Communication creates environments where people feel safe to speak up, challenge ideas and bring their full thinking to the table — which leads to smarter decisions and stronger teams. Unlike training that explains psychological safety from slides, ours is experiential. It draws directly on Amy Edmondson's research and our Applied Improv methodology.
Two offerings
Pick the entry point that fits your moment.
The core programme is where most organisations start — building the felt sense of safety and the leader behaviours that sustain it. Rebuilding Trust in Times of Uncertainty is the focused intervention for teams navigating restructuring, leadership change or sustained market uncertainty right now.
Core programme
Psychological Safety Training
The foundational programme. Teams feel what changes when judgement disappears, and leaders learn the behaviours that keep it safe for others when the pressure rises.
Experiential · with 30-day follow-up
Learn more →Uncertainty
Rebuilding Trust in Times of Uncertainty
A three-hour experiential training for teams navigating restructuring, leadership change and market uncertainty. Around 70% of change initiatives fail because of behaviour, not strategy.
3 hours · for teams under change
Learn more →Ready to make psychological safety real, not just a value on the wall?
FAQ
Questions, answered
- What is psychological safety?
- Psychological safety is the shared belief that it's safe to speak up, take risks and admit mistakes without fear of being punished or humiliated. Amy Edmondson's research shows it is the strongest predictor of team performance.
- Which version should we book?
- Start with the core programme if you want to build a lasting culture of safety across the organisation. Choose Rebuilding Trust in Times of Uncertainty if you're in the middle of restructuring, leadership change or sustained market pressure and need a focused intervention now.
- Why isn't explaining psychological safety enough?
- Because safety is felt, not understood. A team can know the definition and still hold back. Lasting change comes from experiencing the difference and practising the behaviours.