In soccer, there are 17 rules that players should adhere to if they wish to compete.
In the workplace, there are a similar number of rules for behavior that a team member should adhere to for the organization to run smoothly.
In soccer, on average, two teams will have between 20 to 30 infringements during a competitive 90-minute game.
In the workplace, there are probably as many infringements from a team of 20 members in an 8-hour day. That is, if team members are supplying competitive ideas and pushing the innovation envelope. E.g., Heated discussions with raised tone and volume, browbeating a new idea, sarcastic comments, biased slurs, the use of dogmatic and absolute language, etc., etc.
In soccer, the referee has been given a standard intervention toolkit by FIFA, their governing sport’s body, for any infringement by a player. They blow their whistle in real-time for any infraction, handing out three yellow cards per match on average and delivering a red card around once every eight games. This standard intervention, along with fines and suspensions, gives the referee the authority to govern and manage the game.
Now, listen to organizational experts promoting psychological safety; this standard intervention seems to be completely neglected, with them suggesting that organizations work it out for themselves. There is no standard off-the-shelf intervention to manage infringements that organizations can efficiently implement. This omission by these “experts” is culpable unless they point this out, and in my view they have no right to criticize any organization or manager for any lack of psychological safety.
Soccer has become a global sport played by millions and worth billions of dollars in revenues due to this standardization of rules and intervention for when players infringe upon the rules for behaving.
I believe that corporations and their workforce will truly thrive when they adopt a standard rule set and intervention for any misbehavior. Yes, I am saying there is a one-size-fits-all solution for team infringements. I call it SpatzAI, and this is how it works. *Yet to be tested!
This is what ChatGPT thinks of our approach:
ME: What if we simply use an app to self-manage our spats and disputes, thus documenting our issue and only after the second attempt to resolve our difference then it gets posted onto the review network?
AI: Using an app to self-manage spats and disputes is a possible solution that organizations can use to address situations where individuals have different perceptions of what is considered rude or unprofessional behavior.
An app can provide a platform for individuals to document their issues and for both parties to make a first attempt at resolving their differences before escalating the situation to a higher authority or an independent network. This approach can have several benefits:
- It can promote accountability and personal responsibility for resolving conflicts among the employees
- It can help to prevent conflicts from escalating and minimize the need for third-party intervention.
- It can also provide a record of the conflict, which can be useful for tracking and analyzing patterns of conflict within the organization.
- It can also be useful for remote teams, where face-to-face interaction is not possible.
However, it’s important to keep in mind that the app should be user-friendly, accessible, and easy to use. If the app is too complicated or hard to use, it may discourage employees from using it. Additionally, the app should be secure and protect the privacy of the employees.
It’s also important to note that, as with any other approach, it’s important to have a clear protocol in place for how conflicts that can’t be resolved through the app will be handled, and that all parties are aware of it.
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