Amy Edmondson is celebrated as the leading voice on psychological safety — she even picked up major business awards for it, winning the Financial Times and Schroders Business Book of the Year Award in 2023. But in a recent podcast in 2024, she openly recommended ignoring perceived slights or insults and simply try reframing them away:
The Psychological Safety House of Cards
In my view, Goals, Strategies and even Tactics are great, but without actions they are just empty words carried away with the wind....
“He Started it!”
We all know that futile line kids use when they’re caught fighting: “He started it!” One person pokes, the other reacts, and suddenly both are equal participants in the mess. Both end up getting punished, even though one just took the bait.
Baking Psychological Safety With SpatzAI
We all know the story of the Little Red Hen. She wanted to bake bread and asked for help at every stage: planting, harvesting, grinding, kneading, baking. Each time, the cat, the dog, and the duck declined. But when the bread came out of the oven, they all wanted a slice.
SpatzAI Fair Play MO (Modus Operandi)
Instead of each person, manager or HR handling conflict ad hoc (with their own personal MO that might be unfair, inconsistent, or reactive), SpatzAI codifies a fairer MO:
It’s Not Conflict, It’s Misaligned Interests
We often hear that teams need better leadership to handle conflict, but I think we’re asking the wrong question. What if the real issue isn’t leadership, but effective decision-making?
Why SpatzAI Might Be the Best Supervised Fine-Tuner on the Planet
Everyone’s racing to fine-tune LLMs. But here's a thought: what if the real breakthrough isn’t just in model weights, but in the way we shape behavioral context and output formatting in real-time?
The Fault Vs Your Fault – The Difference Between Finding Fault and Blaming
In every workplace, things go wrong. Mistakes happen. Deadlines are missed. Misunderstandings arise. Even people misbehave. But too often, instead of focusing on what went wrong, we focus on who is at fault. Misbehaving does not make someone a "narcissist"; to be blamed, it just makes their behavior unacceptable and to be corrected.
A Novel Way to Resolve Workplace Feedback and Conflict: Address it in Real-Time
There seem to be three known ways to address workplace feedback and to resolve conflicts: 𝐏𝐫𝐨𝐚𝐜𝐭𝐢𝐯𝐞 𝐏𝐫𝐞𝐯𝐞𝐧𝐭𝐢𝐨𝐧 𝐑𝐞𝐚𝐜𝐭𝐢𝐯𝐞 𝐑𝐞𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧 Real-time Deterrent
The Quicker We Can Resolve Our Minor Spats, the Stronger the Teamwork
Successful teams were found to harness these small disagreements or minor spats to reduce uncertainty, clarifying doubts and aligning understanding quickly. In contrast, less successful teams let their disagreements amplify uncertainty, causing confusion to linger and slow progress. This dynamic applies well beyond design teams, we believe.
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