I’ve noticed something interesting about high performing teams.

They are not obsessed with being right.
They are obsessed with learning fast.

In rooms where people feel the need to defend their ideas, progress slows.
Conversations become about ego instead of outcomes. Energy goes into protecting positions rather than improving decisions.

But when teams are allowed to be wrong out loud, everything changes.

Questions get better.
Ideas evolve.
Decisions improve because they are shaped in real time, not polished in isolation.

This only works when leaders model it first.

Saying
“I don’t know yet.”
“I changed my mind.”
“I missed something.”

Those moments do more for trust than any motivational speech ever could.

Psychological safety is not about being nice.
It is about making learning more important than looking good.

If your team is playing it safe, ask yourself
Where am I rewarding certainty over curiosity

Because the strongest teams are not the ones with the smartest answers.
They are the ones asking the best questions together.