...any level of or kind derision leads to fear which leads to conformity (or conflict.
Conflict Resolution Vs Psychological Safety
What if I told you that we don't have psychological safety in teams because the method of resolving conflict in organizations has not altered in the last 100 years and is sadly lacking? And we could achieve psychological safety with the possible overhauling of this antiquated process. "Ha!" I hear you say rhetorically. "That would... Continue Reading →
Resolving Conflict Behavior in Teams
"Conflict is an escalation of a disagreement, which is its common prerequisite, and is characterized by the existence of conflict behavior, in which the beings (team members) are actively trying to damage one another."[Prof Michael Nicholson - Wikipedia] Therefore, if you felt I was 'actively trying to damage you', there is a good chance 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.
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
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 →
Exposing Founder Conflict Using SpatzAI
What we thought was a minor spat at the time turned out to be an ongoing major conflict that is still unresolved to this day. I guess you could say it was a conflict in disguise.
Conflicts in Disguise
We should be able to test and resolve all of our spats to ensure that they are not the more severe dispute or conflict. Let's try to resolve all our minor team spats mainly because some of these spats could be conflicts in disguise and ultimately could be responsible for causing the the next startup team to fail.
What is the Best Way to Tackle Objectionable Behavior in Teams?
So you’ve formed your startup team, great! And together, you’ve formed a neat code of conduct because you want everyone to feel psychologically safe in the team, right? You’ve read all the books on managing a team well and do all the workshops; Amy Edmondson, Tim Clark, Kim Scott, Adam Grant, Simon Senek, and the... Continue Reading →
Psychological Safety Explained Simply
Feeling psychologically unsafe? What does it even mean, really? Okay, lets break it down.Amy Edmondson coded description: “A shared belief that the team is safe for interpersonal risk-taking.” Amy EdmondsonA shared belief...that the team is safe...for interpersonal risk-taking. === Desmond SherlockWe agree on...a way to keep the team safe...sharing conflicting ideas. Here is my decoded... Continue Reading →
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