Sorry, but I have to speak up and say that the #psychologicalsafety that professor Edmondson is describing seems to me to be an impossible social construct. E.g., “Psychological safety, which is the ability to speak up without the risk of punishment or humiliation.” In my view, there is and will always be this risk of... Continue Reading →
Venting or Gossiping
When people gossip, they will never want the person or organization they are talking about want to hear what they have to say.
Further Steps in Transparency
Another point for exposing our unresolved conflict is that it acts as a great incentive to ensure we all use our new and radical toolkit available to resolve our spats before they become our exposed conflicts.
Account Able – The Ability to be Accountable for One’s Actions
Being accountable for our actions sounds simple, but try extracting an acceptable apology from someone, and you will soon find out that this ability is as rare as hen's teeth. My brother Steve and I tried this experiment some 20 years ago. We agreed that if either of us got angry, we would give the... Continue Reading →
Protection Rackets
The term "psychological safety" is believed to have been first employed and explored by organisational researchers Edgar Schein and Warren Bennis in 1965,[4] defining it as "an atmosphere where one can take chances (which experimentalism implies) without fear and with sufficient protection." (Schein and Bennis, 1965, p. 44)"
Tackling Our Fear & Avoidance of Conflict, Head-on!
When one thinks about it most of our behavior is based around fear of conflict and how we can avoid it.So we have created and listened to stories that tell us: Don't be a snitchGo with the flowYou are too sensitiveDon't make wavesLet sleeping dogs lieDon't rock the boat Don't upset the applecartSticks and stones....Suck... Continue Reading →
Unfair Pushback
So many people seem to be talking about psychological safety in organizational psychology circles lately. The idea has been around for the last 50 years. It can be defined as a shared belief that the team is safe for interpersonal risk-taking. That is, to construct an environment where it is safe to speak up without fear... Continue Reading →
Why Startups Fail
This is the simple reason why startups fail and how we propose to fix it: https://www.slideshare.net/slideshow/embed_code/key/cjrlFySKoiduzo?hostedIn=slideshare&page=upload SpatzAI Startup Moderator Toolkit to Resolve Founder Conflict
SpatzAI Recourse Toolkit for WHEN We Suffer for Being Our Authentic Selves
I don't agree with this definition of psychological safety ie. "Psychological safety is achieved when an employee feels that they can be their authentic self, especially in a team setting, and not suffer any negative consequences as a result." I don't believe that psychological safety is a "feeling" but true psychological safety is only achieved... Continue Reading →
65% of Startup Teams Fail Due to Founder Conflict
65% of Startup Teams Fail Due to Founder ConflictProf. Noam Wasserman THE FOUNDER’S DILEMMAS Why is it that no one seems to want to do anything about reducing this figure. Yes, you are reading correctly 65% and yet I am not aware of any startup accelerators doing anything differently to rectify this figure. I am... Continue Reading →
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