En samling tanker, rapporter og artikler fra Facet5-teamet
Why Psychological Safety Breaks Under Pressure (and what Protects it)
Psychological safety is easiest to see when things are calm. Work is predictable. People know what is expected of them. Time feels sufficient. Decisions are clear and responsibilities articulated. In these conditions, most teams appear collaborative, open and respectful. But psychological safety isn’t really revealed in calm moments.
Psychological Safety is Not the Absence of Fear – it’s the Presence of Predictability
Psychological safety has become one of the most talked-about ideas in modern organisations. It appears in leadership frameworks, culture statements and learning agendas. It’s referenced in conversations about engagement, wellbeing and performance. And yet, in many teams, people still hesitate before speaking up.
Why Leaders Today Need Humanity More Than Authority
Leadership has changed more in the last few years than in the previous three decades. The role is heavier. The expectations are broader. The emotional load is higher. And the skills required are more human than ever. The world leaders operate in today is more complex and more human than anything before it.
The Human Skills Every Team Needs (but most were never taught)
We often assume that teams succeed because they’re full of talented people. People with experience, intelligence, technical skill and strong work ethic. But if that were true, high-performing teams would be everywhere. And we know they’re not. The teams that thrive today aren’t the ones with the most talent or the smartest individuals. They are the teams with the strongest human skills.
Hybrid Work has Changed Teams – Here’s how to Rebuild Connection
Hybrid work didn’t just change where we work. It changed teams at a fundamental, human level and many organisations are still discovering what that really means. We didn’t simply transition from office desks to Zoom screens. We moved into a world where relationships feel thinner, emotional cues feel harder to read, and everyday trust-building now requires conscious effort rather than casual corridor conversations.
Why Great Teams Start With Self-Awareness (Not Strategy)
There’s a quiet myth in organisational life that great teams emerge from great strategy. That if you bring smart people together, give them clear goals and a structured plan, collaboration will naturally follow. But anyone who has ever been part of a truly exceptional team knows that’s not quite how it works. Great teams don’t just perform well - they feel good to be part of.
