This diagram shows how SpatzAI catches the ripple before it becomes a spat, a dispute, or a full-blown conflict. With a simple, escalation model (Spatz Chat App and Team Review at step 3), teams can address tension early—before anything really breaks.
I think some people could look at SpatzAI and think “more paperwork, more headaches, more, more, more….”. That might be their first reaction when they hear about SpatzAI in action: “More process? More friction?” But I believe that’s a surface-level take—one that misses the point entirely.
SpatzAI, like Toyota’s Andon quality control system, might look procedural at first glance. Initially, employees at Toyota were hesitant to pull the Andon cord and stop production when they saw a problem. But over time, they realized it wasn’t about flagging issues—it was about preventing bigger ones. The same is true of Spatz.
Spatz isn’t about creating friction. It’s a friction deterrent. It sets up a clear, fair, and transparent resolution process that signals to everyone: “We resolve our micro-conflicts early—or we’ll be resolving our conflicts in front of the whole team.”
For those who’ve operated unchecked, whether through subtle undermining, bullying, or just refusing to acknowledge their impact, that transparency can be confronting. But that’s the point. Spatz doesn’t need to be invoked often to work. Just knowing the open team review process is there makes people think twice before making unfair moves.
And in the rare cases where someone behaves unrepentantly despite verbal cautions and chances to course-correct, the team-led review process kicks in for anyone in the team to comment openly on the their team platform.
But for the vast majority, it simply fosters a culture of early resolution, mutual accountability, and greater collaboration.
It’s not more paperwork.
It’s less damage.
It’s more clarity.
It’s a boundary drawn—not a burden carried.
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