Drawing on ambidexterity theory (e.g., Bledow et al., 2009), we argue that minority dissent can lead to innovation, but that minority dissent alone is not enough to produce radical innovation. Rather, we suggest that this additionally depends on CEO transformational leadership. Further, we propose that the reason why transformational leadership has this moderating effect on the minority dissent–radical innovation relation is that it helps create a psychologically safe team climate. :warning: