Psychological safety means people can speak honestly, ask questions, admit mistakes and challenge ideas without fear of humiliation or retaliation.
It does not mean avoiding disagreement, lowering standards or protecting people from accountability. It makes responsible challenge possible by separating questions, errors and dissent from personal punishment.
Where psychological safety is weak, people conceal uncertainty, remain silent about risks and tell leaders what they think leaders want to hear. The organisation then loses access to information it may urgently need.