Amy EdmondsonAmy is the Novartis Professor of Leadership and Management at the Harvard Business School, a chair established to support the study of human interactions that lead to the creation of successful enterprises. Best known for her groundbreaking work on psychological safety in the workplace, Amy has written a fantastic book called “The Fearless Organization, creating psychological safety in the workplace for learning, innovation and growth.” She is the author of seven books in total and more than 75 articles and case studies. Amy has been named in 2021, The #1 Management thinker in the World by Thinkers50 for her pioneering ideas on psychological safety in the workplace and transforming how companies operate, innovate and collaborate. She was also named the Most Influential International Thinker in Human Resources by HR Magazine in 2019.Insights from this episode:Psychological safetySpeaking up and being heardCultural differences in workplace dynamicsPurpose and fulfillment in workSpectrum of Mental Health illnessesValue creationCuriosity, Humility, and EmpathyQuotes from the show:“It’s great to have psychological safety and feel like you can speak up, but it matters even more if you feel like someone’s listening.” - Amy Edmondson“Healthy organization of the future would be one where the purpose is front and center is people’s minds, where the culture is healthy, inclusive.” - Amy Edmondson“We all want to be a part of something larger than ourselves.” - Amy Edmondson“The first thing that companies need to do is truly differentiate and help identify  people who are having medical mental health challenges and get them the help they need. Nothing could be more important than that. “ - Amy Edmondson“Psychological safety is simply permission for candor.” - Amy Edmondson“Curiosity is the twin sister of humility.” - Amy Edmondson“Emotional inclusion is really a calling on companies to seriously invest in the mental health of their employees inside their organization, and really through a medical lens to see sustainable results because that’s effectively what we’re all after.” - Mollie Jean De Dieu“Make sure that our employees feel valued and cared for, and that they have a sense of meaning within their organizations.” - Mollie Jean De DieuStay connected:Amy EdmondsonLinkedInhttps://www.linkedin.com/in/amedmondson/Emotional inclusionhttps://www.emotionalinclusion.com/https://www.instagram.com/emotional_inclusion/https://www.linkedin.com/company/emotional-inclusion/