Employee safety is being redefined. We write volumes of standard operating procedures about it. We measure it, regulate it, and insure against its risks. In the U.S. alone, organizations funnel billions into creating workplaces and environments in which employees are safe to bring their best talents. But physical safety, and added creature-comfort perks like stocked snack bars, open-air offices, and foosball tables, only do so much. They don’t adequately address an employee’s state of mind. They all but ignore employees’ psychological safety.

Timothy R. Clark is the founder and CEO of LeaderFactor, a leadership consulting and training organization that works with executive teams around the world. An Oxford-trained social scientist and sought-after international authority on organizational change, Dr. Clark is the author of five books on leadership, including his newest release, The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation.


During this interview, Tim and I discuss the following topics:

  • The Inspiration behind the book
  • The four stages of psychological safety—Inclusion Safety, Learner Safety, Contributor Safety, and Challenger Safety—and what they mean for your organization
  • Why your employees need to feel accepted before they’ll feel safe to contribute and be heard
  • How any worker can learn, regardless of aptitude, given the right environment
  • Four words every leader needs to live by: “No cover, no candor”
  • How to swap the pattern of “helicopter leadership” for a culture of innovation

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