I'm sure that everyone knows organizations with people pointing their fingers and attributing blame to individuals is not the best way forward for collaboration. In a recent article in the Economist (you need to register to read it) "Why pointing fingers is unhelpful - And why bosses do it more than anyone", the author seems... Continue Reading →
SpatzAI Proposed Scrum Plug-in for Misbehavior in Teams
In chapter 5 of Jeff Sutherland's book on Scrum, he briefly mentions behavior for Scrum in the form of "don't be an ass hole and get rid of ass holes quick." Yet he doesn't mention detail about how one should address this, as though it is a simple process. If only life was so simple... Continue Reading →
SpatzAI Elevator Pitch
You know that feeling you get when you want to say something about someone's behavior, but you're too afraid you'll say the wrong thing? Well, we've designed the go-to method for speaking up in organizations when you feel someone is annoying or out of line. In fact, we're creating a whole platform and toolkit called... Continue Reading →
When the Shit Hits the Fan
Dear Amy and Kim, it's all very well to tell your dear followers, "4 ways to help you to speak up in the workplace", only for these readers to try and find out that speaking up doesn't always go as planned and the shit hits the fan. Then they remembered why they avoided disagreeing with... Continue Reading →
One-size-fits-all Solution for Infringements in Teams
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... Continue Reading →
Pushing the Envelope
"If everyone is thinking alike, then somebody isn't thinking" George S Paton We all know how important innovation and collaboration are in organizations, especially tech companies. It is usually highly prized and encouraged. But to achieve these breakthroughs, we need to push the envelope within ourselves and in teams. At the same time, everyone seems... Continue Reading →
Conformity or Conflict
...any level of or kind derision leads to fear which leads to conformity (or conflict.
Take Chances with Sufficient Protection
“Psychological safety is an atmosphere where one can take chances.....without fear & with sufficient protection.” [EDGAR SCHEIN & WARREN BENNIS 1965 – PSYCHOLOGICAL SAFETY – WIKIPEDIA] Here is an example of a micro-conflict self-managing strategy that could radically change the team collaboration landscape. Provide team members with sufficient protection to encourage them to speak up in real-time... Continue Reading →
Can’t See the Psychological Safety for the Micro-conflict
What if achieving psychological safety was as simple as nipping our micro-conflict behavior at the bud, before they became full blown and expensive conflicts to resolve? I think we can using SpatzAI our AI toolkit to resolve and monitor micro-conflicts in teams. According to some studies the average number of hours lost to productivity due... Continue Reading →
Most Organizations Are Not Democratic
Kremlin Vs Westminster System The latest buzzword in organizations is psychological safety, where team members feel free to speak up without any repercussions, but is it any wonder that they don't when the whole organization looks more like the Kremlin than the Westminster System and is structured to shut them up! The name "Kremlin" means... Continue Reading →
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