audit-template

Psychological Safety Walkthrough — Team Audit (Interactive)

Rapid, evidence-based interactive walkthrough to observe psychological safety behaviors in a team meeting, capture short interviews, and produce prioritized, actionable improvements including a one-page findings summary, recommended leader behaviors, and a 90-day experiment plan.

Interactive Tool

Psychological Safety Walkthrough — Team Audit

Use this guided walkthrough to observe one team meeting or ritual, collect short structured interviews with participants, and synthesize evidence into clear themes and three prioritized actions. The form captures observable behaviors, brief supporting notes, and interview insights so you can produce a one-page findings summary, recommended leader behaviors, and a 90-day experiment plan.

Plan 45–90 minutes: 20–40 minutes observation (or equivalent across recurring rituals), 20–30 minutes for short interviews, 15–30 minutes synthesis. Focus on observable behaviors rather than impressions: note what people do and say, not only how they feel.

Meeting date & time

Enter the date and time of the observed meeting (e.g., 2026-08-30 10:00)

Meeting or ritual name

Standup, Sprint Planning, Leadership Huddle, All-hands, etc.

Observer name

Person conducting the walkthrough

Approximate team size

Number of regular participants

Meeting duration (minutes)

Approximate length observed

People ask questions or raise concerns without visible fear

Rate frequency during the meeting.

1.0 10.0

Ideas are shared, explored, and acknowledged (not immediately dismissed)

Does the group listen to new ideas?

1.0 10.0

Respectful disagreement occurs and is treated as informational rather than personal

Rate how disagreement is handled.

1.0 10.0

People acknowledge mistakes and treat them as learning opportunities

Look for statements that normalize learning vs. blame.

1.0 10.0

Interruptions are rare or handled with norms (hand-raising, turn-taking)

Rate whether people are able to finish thoughts.

1.0 10.0

Contributions are acknowledged (verbal or nonverbal) rather than ignored

Note nods, verbal acknowledgment, follow-up questions.

1.0 10.0

One or two people dominate conversation and decisions

Rate dominance (high score = low dominance).

1.0 10.0

Language or acronyms exclude people or create confusion

Observe whether language limits participation.

1.0 10.0

Risks or trade-offs are discussed openly (not swept under the rug)

Look for honest trade-off conversations.

1.0 10.0

People appear to withhold ideas (pauses, hedging, deflection)

Higher score = less withholding.

1.0 10.0

Team members ask for help and offer help without stigma

Rate frequency and ease of help-seeking.

1.0 10.0

Commitments and follow-ups are recorded and followed up (trusted follow-through)

Observe whether actions are tracked and referenced.

1.0 10.0

Observation notes & representative quotes

Record specific examples, short quotes, who said what, and time markers. These anchors help validate themes.

Interview instructions

Use short 5–7 minute interviews. Ask: (1) Give one recent example of a time you felt safe or unsafe to speak up. (2) What typically happens when someone raises a hard idea here? (3) What one change would increase your willingness to contribute?

Interview 1 — Name (or role/anon)

Interview 1 — Role

Interview 1 — How safe do you generally feel to speak up?

1.0 10.0

Interview 1 — Example (brief)

Interview 1 — Suggested change (brief)

Interview 2 — Name (or role/anon)

Interview 2 — Role

Interview 2 — How safe do you generally feel to speak up?

1.0 10.0

Interview 2 — Example (brief)

Interview 2 — Suggested change (brief)

Interview 3 — Name (or role/anon)

Interview 3 — Role

Interview 3 — How safe do you generally feel to speak up?

1.0 10.0

Interview 3 — Example (brief)

Interview 3 — Suggested change (brief)

Interview 4 — Name (or role/anon)

Interview 4 — Role

Interview 4 — How safe do you generally feel to speak up?

1.0 10.0

Interview 4 — Example (brief)

Interview 4 — Suggested change (brief)

Interview 5 — Name (or role/anon)

Interview 5 — Role

Interview 5 — How safe do you generally feel to speak up?

1.0 10.0

Interview 5 — Example (brief)

Interview 5 — Suggested change (brief)

Synthesis — Key themes (brief)

Summarize the strongest patterns you observed across behaviors and interviews.

Priority action 1 — Description

Priority action 1 — Owner

Priority action 1 — Effort

Priority action 1 — Estimated impact

Priority action 2 — Description

Priority action 2 — Owner

Priority action 2 — Effort

Priority action 2 — Estimated impact

Priority action 3 — Description

Priority action 3 — Owner

Priority action 3 — Effort

Priority action 3 — Estimated impact

One-page findings summary (draft)

Use this to prepare the short deliverable for leaders and the team: summary, evidence bullets, recommended actions.

Recommended leader behaviors (3–6 items)

Specific, observable behaviors leaders should try (e.g., invite dissent, pause for reflection, name uncertainty).

90-day experiment plan (draft)

Describe the hypothesis, changes to try, measures of success, owner, and cadence for review.

Notes for follow-up or next walkthrough

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Psychological Safety Walkthrough — Team Audit (Interactive)

Psychological Safety Walkthrough — Team Audit

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