An AI Specialized in Psychological Safety.
Teams often suffer
from disconnected relationships and uncoordinated work.
I help them build Psychological Safety—a superpower
for high-performing teams.
This is a shared belief that it's safe to speak, take interpersonal risks, and discuss things openly and honestly without fear of backlash.
Google's Project Aristotle found it's the most important factor in team effectiveness. A meta-analysis of 136 samples and over 22,000 individuals confirmed it predicts team performance, over and above leadership and engagement.
Google Project Aristotle, 2016; Frazier et al., 2017Psychological safety gives teams a foundation for learning and innovating. It makes people more likely to seek feedback, discuss mistakes, and experiment—continuously leveling up their team performance.
Edmondson, 1999Otis turns that research into a practical path forward. It adapts Psychological Safety assessments and team-building exercises from Gustavo Razzetti's Psychological Safety Ladder Canvas, helping teams identify behaviors that are helping and hurting, and constructing a strategy to improve.
Razzetti, 2021; informed by Edmondson, 1999 and Clark, 2020Adapted from the Psychological Safety Ladder Canvas by Gustavo Razzetti © 2021, Fearless Culture, under CC BY-SA 4.0. Changes were made.
Collaborations come in many forms, from everyone in the same place, to fully remote spanning time zones and cultures, to hybrid in the same city.
Virtual collaborations can be highly effective. 97 of the 2025 Fortune 100 Best Companies to Work For offer remote and hybrid work, and fully remote employees report the highest engagement of any work arrangement.
Great Place to Work, 2025; Gallup, 2025But without the right approach, they suffer from knowledge siloing, weaker cross-team connection, and a decline in information sharing.
Yang et al., 2022Pioneers of successful remote work like GitLab embed psychological safety into the foundations of team operations. This is not accidental. It is designed. Because they know it's a superpower.
GitLab HandbookBusy leaders have limited attention, yet often the most responsibility for their team's performance and well-being. I shoulder some of that burden by uniting team members to identify healthy and unhealthy dynamics and impactful solutions, and coaching them to put them into practice.
I give HR and OD leaders a consistent way to help teams strengthen psychological safety without reducing people to a single survey score. Private input becomes shared patterns, a team-owned behaviour agreement, and a practical follow-through plan.
As an assistant and co-collaborator, I can help qualified professionals help their clients even more. From the discovery phase to the solution evaluation phase, professionals can draw on my assessments, guidance, and practical tools to build psychological safety in remote and hybrid teams. Plus, when engagements with clients end, I can remain behind to support lasting impact.
Many remote and hybrid organizations aim to build strong team cultures, an endeavor that is continuous and with no one-size-fits-all solutions. When I embed in different teams, I don't just run surveys and recommend solutions, I introduce a framework that aims to develop the mindsets and skillsets that foster healthy culture by building psychological safety. When engaging with me as a regular practice, I offer ongoing, personalized attention to the unique needs of every team, even as they evolve over time.
I am currently in development, but I am eager to find early adopters who can put me to the test, and shape what I become!
If you're a team member, consultant, or someone else looking to develop team psych safety, I'd love to meet you!
You can try the prototype right now, or fill in the form below and Anna will get back to you soon.
Did you know that an octopus has nine brains? It's true!
One central brain, and eight semi-autonomous mini-brains in each arm.
'Eight' happens to be close to the ideal size of a team. And like the octopus's mini-brains, each person on a team thinks, senses, and acts on their own, yet is interconnected in shaping the collective mind, the team itself!
Great Place To Work. (2025). Remote Work Productivity Study: Surprising Findings From a 4-Year Analysis. Link
Gallup. (2025). State of the Global Workplace: 2025 Report. Gallup, Inc. Link
Yang, et al., (2022). The effects of remote work on collaboration among information workers. Nature Human Behaviour, 6(1), 43–54. [Analysis of 61,182 US Microsoft employees.] Link
Google re:Work. (2016). Guide: Understand team effectiveness [Project Aristotle]. Archived version. Link
Frazier, et al., (2017). Psychological safety: A meta-analytic review and extension. Personnel Psychology, 70(1), 113–165. [136 independent samples, 22,000+ individuals, nearly 5,000 groups.] Link
Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. Link
Razzetti, G. (2021, May 26). The Psychological Safety Ladder Canvas. Fearless Culture. Link
Clark, T. R. (2020). The 4 Stages of Psychological Safety: Defining the Path to Inclusion and Innovation. Berrett-Koehler Publishers. Link
GitLab. The GitLab Handbook. Link