I think we may have a language problem in how teams talk about and behave around conflict, and may explain why some team members are afraid to rock the boat. In everyday conversation, the word conflict is used to describe many different things.
The SpatzAI Child’s Play Pitch
Here is our latest pitch, designed to make SpatzAI child’s play to understand. It explains why this problem deserves attention, what we are proposing, how the system works, and what we need now. The aim is simple: make it easy for anyone to quickly grasp the idea and see how teams might start addressing small issues before they turn into bigger conflicts.
Teams Need to Address Minor issues before Leaders Need to Address Major ones
I think teams often wait for leaders to “fix” culture, but culture is mostly created in the small moments that nobody wants to address. The everyday missteps. The minor frictions. The little evasions, interruptions, eye-rolls, dismissals, side chats, and quiet withdrawals that leave people guessing what is safe to say next....
Culture Comes From the Base, Not the Boss
What if workplace culture was supposed to come from the base, not the boss? If one looks at all the posts on LinkedIn you would swear that the boss was responsible for creating the culture of the team. For me, this is close to the opposite of how culture works in societies, and I think it can be the same in workplace teams.
When We Confuse Disagreement with Conflict
Disagreements are not conflicts or friction per se. They are differences in perspective that arise from varying interpretations, incomplete information, incentives, or biases. When handled fairly, they can help teams test assumptions and move toward alignment or, where appropriate, consensus or even compromise....
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