It's understandable to feel anxious about voicing your opinion, particularly if you're concerned about saying something that might be perceived as "stupid" or causing conflict in the workplace. The excerpts provided offer several insights that might help you navigate this challenge.

Firstly, it's important to recognize that your feelings are a common experience and that feedback, even when it's critical, is a form of data that can contain valuable information for personal and professional growth. Ed Batista suggests that feedback comprises both signal and noise, and it's crucial to filter out the unhelpful or irrelevant noise to not miss the valuable signal (Why Some Feedback Hurts).

Regarding the fear of causing strife, Andy Grove's perspective on fear in the workplace distinguishes between productive fear that can motivate and a toxic fear that stifles communication and innovation. A healthy fear of losing can sharpen survival instincts, but the fear of speaking up is detrimental to an organization's effectiveness. As a leader, one should foster an environment where people can speak their minds without fear of punishment (Andy Grove on the Right Kind of Fear).

In the context of psychological safety, Harvard Business School professor Amy Edmondson's work is cited, emphasizing the importance of creating an environment where individuals feel they can speak up, express their concerns, and be heard without fear. This kind of safety encourages openness and candor, which is essential for asking hard questions and making informed decisions (Rules Aren't Norms).

Ed Batista also discusses the value of embarrassment, which is often a byproduct of situations where our actual self-presentation is at odds with our intended self-presentation. He notes that while embarrassment is unpleasant, it is a natural part of social interactions and can be valuable for learning, especially in leadership roles (The Value of Embarrassment).

When it comes to offering support to colleagues who may be suffering, Batista advises taking the initiative and normalizing vulnerability. This approach can apply to sharing your own opinions as well; by being willing to show vulnerability and speak up, you contribute to a culture where open communication is normalized (Talking with Colleagues About Suffering).

In conclusion, to address your social anxiety in the workplace:

1. View feedback as data and learn to distinguish the valuable signal from the noise.
2. Understand that a certain amount of fear can be motivating, but fear should not prevent open communication.
3. Strive to create and contribute to an environment of psychological safety where everyone can voice their opinions without fear of negative consequences.
4. Recognize that embarrassment can be a learning opportunity and that showing vulnerability can be beneficial.
5. Practice speaking up to build courage and help establish a culture where vulnerability and open communication are normalized.

Remember that it's a gradual process, and with practice, you can improve your ability to voice your opinions confidently.