In a world of increasing complexity, uncertainty, and AI-driven digital transformation, leaders need more than just strategy—they need psychological safety. Jasmine Liew Chia Wei, Founder & CEO of Breakthrough Catalyst, an organisation development consultancy and a Doctorate Candidate from The University of Canberra, Business School, has spent over two decades at the intersection of leadership, organisational development, and organisational culture.
Jasmine is Singapore’s first certified Psychological Safety Practitioner under Harvard Business School’s Professor Amy Edmondson’s Fearless Organisation framework, and a trailblazer in embedding psychological safety into national and corporate transformation.
In this SG60 Showcase edition, Jasmine shares her pioneering journey, why psychological safety is a critical enabler for innovation and digital upskilling, and how her work is reshaping leadership for Singapore’s next era of growth and transformation.
Highlights
Building Innovative Teams through Psychological Safety

Q: Jasmine, tell us about a specific initiative that has shaped Singapore’s workforce development.
A: I’m proud to have introduced The Fearless Organisation’s Psychological Safety Framework to Singapore in 2021, becoming the country’s first certified practitioner and one of the first globally.
Specifically, psychological safety—based on Professor Amy Edmondson’s research at Harvard Business School—is the belief that a team is safe for interpersonal risk-taking, where individuals feel free to speak up, ask questions, and share ideas openly without fear of being ignored, humiliated, judged, or punished by leaders or team members.
This isn’t just a “soft” concept. It’s a proven factor in building high-performing and innovative teams, validated by Google’s Project Aristotle.
Since 2021, I’ve worked with over 40 organisations across Singapore, including government ministries, Government Linked Companies, and multinationals. We have co-designed interventions that embed psychological safety into leadership behaviours, team practices, and organisational culture.
Therefore, we focus on building trust, openness, inclusion, and a healthy attitude toward learning from mistakes and failures during change and innovation. As a result, these qualities help companies adapt to change, navigate disruption, and sustain performance—aligning with Singapore’s goals for economic resilience and digital transformation.
Q: What impact have you seen from bringing this framework into organisations?
A: The shifts are tangible. Leaders become more intentional in how they engage, teams become more cohesive, and innovation surfaces from unexpected places.
As a result, some clients now integrate psychological safety into change management, leadership development, and even onboarding practices. Consequently, this approach has laid the groundwork for more agile, inclusive, and future-ready organisations.
Mental Well-Being, AI Upskilling & Multi-Generational Teams
Q: How does your work align with Singapore’s future priorities, especially in upskilling and inclusion?
A: Singapore is navigating a critical inflection point—balancing digital transformation with an ageing population and a multigenerational workforce.
My doctoral research explores a world-first question: What is the role of psychological safety in the upskilling of digital skills for mature educators (aged 40+)? It’s a breakthrough area of study, and I’ve been invited to present my novel and groundbreaking findings at the Academy of Management Annual Meeting 2025 in Copenhagen—one of the most prestigious global conferences of scholars and practitioners of management and organizations.
When organizations provide a psychologically safe environment, mature employees (age 40 and above) are more likely to embrace new technologies, experiment with AI tools, and contribute meaningfully to digital transformation. This isn’t theory—it’s a practical strategy to drive inclusion and national upskilling outcomes.
Beyond that, I’ve championed the 5 Languages of Appreciation at Work in Singapore for nearly a decade, helping leaders show care in ways that improve mental well-being and relational health. This enhances employee engagement, reduces burnout, and strengthens the social fabric across teams and generations.
Q: Why is psychological safety so essential in today’s leadership?
A: Because no transformation—digital, cultural, or structural—will succeed without the power of team learning and team collaboration.
You can’t innovate if people are afraid to speak up openly about their ideas and concerns, share their perspectives, and ask for help when they are overwhelmed or face challenges. You can’t lead change if teams feel unsupported and a lack of belonging.
Ultimately, psychological safety forms the foundation for everything else: inclusion, belonging, care, innovation, accountability, and performance.
Recognition, Programs & Thought Leadership

Q: What are your key programs and recognitions that highlight your leadership in this space?
A: My most impactful programs include:
- Build High-Performing and Innovative Teams through Psychological Safety
- Enhance Employee Engagement with the 5 Languages of Appreciation at Work
- Lead Your Team Through Change Effectively
Additionally, I proudly serve as the first Asia Premier Partner for the 5 Languages of Appreciation at Work framework, pursue a Doctorate of Business Administration at the University of Canberra, and hold Senior Professional recognition from the Institute for Human Resource Professionals (IHRP).
I am also grateful to receive the Voices of Loving Kindness and 2024 Silent Heroes awards for advancing care-based leadership in Singapore.
Q: What sets your approach apart from other trainers and speakers?
A: I’m not only a practitioner—I’m a researcher and systems thinker. Importantly, my work is grounded in evidence, adapted to Singapore’s unique context, and shaped by real organizational needs.
Additionally, I integrate change management, coaching, and inclusive leadership into every programme, customizing each one to suit the specific organizations and clients I support.
What truly sets me apart is my belief that care and challenge can coexist—and when they do, organisations unlock their full potential with the integration of human intelligence, emotional intelligence and artificial intelligence.
Final Thoughts: Care-Driven Cultures for a Future-Ready Singapore
Jasmine Liew Chia Wei is leading a key revolution—one where human-centred behaviours of appreciation at work, empathy, psychological safety, and learning culture become strategic advantages. Her impact spans sectors, generations, and transformation agendas.
Whether advising organisations and leaders from the public institutions or the private sector, she brings a bold yet compassionate voice to what Singapore needs most: psychologically safe, inclusive, and future-ready teams.
Highlights
This article is part of the SG60 Showcase, spotlighting Singapore’s most influential changemakers building the next generation of leadership, resilience, and innovation. Stay tuned for more.
Read the Chinese article here, or listen to the podcast here.