How Important Psychological Safety is in Supporting Strategic Management to Achieve Success: A Narrative Literature Review

Psychological safety plays a crucial role in enhancing strategic management processes and outcomes. Psychological safety encourages open and honest communication among team members and leaders. When individuals feel safe to share diverse perspectives, it fosters the generation of innovative ideas, facilitates effective decision-making, and improves problem-solving capabilities within strategic management teams. Psychological safety cultivates a supportive and inclusive work environment. It encourages active participation and collaboration among team members, resulting in increased trust, stronger team cohesion, and improved overall team performance. Organizations can enhance their strategic management practices and ultimately achieve sustainable competitive advantage by creating an environment that promotes open communication, inclusivity, risk-taking, and employee well-being. Understanding and prioritizing psychological safety within the strategic management framework is crucial for organizations aiming to thrive in an increasingly complex and uncertain business landscape.


Psychological safety culture in Google company
Google is a company that can be an example and reference for other organizations in terms of how they are very focused on building a "psychological safety culture" in their company. Work culture is not only complementary to them but also a strategic matter that must be seriously discussed. Referring  Google's culture has contributed significantly to its success as a leading company in the online technology and digital advertising industry (Dimitrakaki, 2023).

Strategic management
In running a company, of course, we need a strategy, both long-term and short-term. If a company is likened to a vehicle, then the strategy is the fuel, which can bring the vehicle to its destination. Carter's (2013) "strategy" is the main concept of the contemporary era that has come to replace previous management activities such as "administration" or

Organization culture and strategic management
In discussions about strategic management, organizational culture often does not get too much special attention. Even though we know that in an organization, "people" and "culture" are everything, beyond any sophisticated strategic planning, people and culture will ultimately play a key role in achieving long-term goals in every organization. Organizations need to consider the role of organizational culture in their strategic management processes and develop strategies that align with and reinforce their desired culture to achieve their success. Rick (2013) revealed a framework that seeks to capture how "people" and "culture" are considered in formulating a management strategy ( Figure 1). People and culture act as a "driving path" that drives, while matters related to business strategy as a "guiding path". When talking about strategy, we only talk more about vision and mission and long-term company goals, and most of it only revolves around matters related to business strategy -but discussions about "people" and "culture" are often missed in it. Even if we search for the keyword "strategic management" using the word cloud search engine and AI generator (https://www.voc.ai/tools/wordcloud), of the many words that appear, there is no single term "culture" there, for " people" can be represented by "strategic leadership". Psychological safety is related to high-performance standards (Edmondson, 2019). psychological safety allows honesty and openness to all members of the organization. Psychological safety is the belief that a person will not be punished or shamed for expressing ideas, questions, concerns, or mistakes. Thus, everyone will thrive in an environment of mutual respect. In the end, they will form a work environment full of learning experiences and high performers.

Psychological safety as a "weapon"
Psychological security is related to highperformance standards (Edmondson, 2019).
Psychological security allows honesty and openness to all members of the organization. Psychological safety is the belief that a person will not be punished or shamed for expressing ideas, questions, concerns, or mistakes. Thus, everyone will thrive in an environment of mutual respect. In the end, they will form a work environment full of learning space and high performers (Figure 3). Organizations that will be successful in the future are organizations that contain learners. We certainly understand that in running a business, uncertainty is something that we will continue to encounter-that's what we are familiar with in the term VUCA (volatility, uncertainty, complexity, and ambiguity). Before someone can learn from failure, every leader in the organization must first convince that they may fail, but after that, they can learn from the failure and become even better. That is one of the goals of implementing psychological safety in organizations.
Timothy (2020)  Everyone has the same opportunity to grow, contribute and make an impact on every task. Not afraid of being seen as incompetent, everyone has the same opportunity to make an impact. Finally, the highest level of psychological security is for the organization and all the leaders in it to allow everyone to challenge the status quo that exists in the company.
Everyone can give suggestions, feedback, and improvements and innovate with confidence. One of the important roles held by the "psychological safety culture" in the organization is to create an organization that is full of innovation in it. Innovation in organizations is essential for long-term and sustainable good performance. Innovation is one of the most important concerns of every organization, and its role in business development is irreplaceable.
Innovation in an organization can cover many things, such as when carrying out product development, developing certain management methods, doing a job, and so on.

Outcome relations
In doing long-term strategic planning, every organization will try to be able to achieve goals so that (1) the organization has a sustainable business; (2) everyone in it is a high performer who can make a positive contribution to the organization; (3) the organization is agile in facing various existing challenges; and of course (4) being able to become a market leader. In principle, an organizational environment that is psychologically safe for all its members will make them not afraid to fail and make mistakes. These feelings are important to foster a learner mentality in them. When they failed, none of the leaders judged them, and on the contrary, the leaders instead provided support to quickly learn from the failure.
To be able to encourage innovative behavior and culture within the organization, everyone needs to be given the freedom to contribute to their color. Everyone should be allowed to challenge and question ideas. "people" and "culture are the final determinants-the success or failure of our organization today and beyond.

Conclusion
Psychological safety has significant implications in the context of strategic management as follows; Psychological safety encourages individuals to share new ideas and take risks associated with innovation. In making long-term strategic management planning, the factors of "people" and "culture" cannot be ruled out at all. In the context of "people", organizations in the long term need to plan, be able to imagine, as well as formulate how each member of the organization can become a true learner with several key criteria: not to be afraid when faced with challenges no matter how difficult; not afraid to make mistakes and willing to learn; agile in responding to change; happy to give each other feedback; not afraid to go against the status quo to bring about change for the better.
To be able to form organizational members who can become true learners, a "psychological safety" culture is important to be implemented and lived within the organization by all its members -from the highest level to the lowest. That way, everyone can give their best role with comfort and secure feeling. Therefore, a "psychological safety" culture is designed at a strategic level seriously and consciously that "people" and "culture" are the key to achieving organizational success.