I guess the question is, is there a standard behavior everyone can agree on and utilize? I think so and believe I have found it and have been proving it for some 38 years, and it still seems to work. It's called "I could be wrong," or the technical term is Rethink Perfect. I wrote... Continue Reading →
Blaming Blamers Vs Fixing Flaws
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 →
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 →
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 →
Fear of Conflict Behavior & Providing Sufficient Protections
We all seem to have a primal fear of conflict and the behavior that leads to it. Applying this definition to workplace teams, one way to tackle this fear of conflict behavior and allow us to feel sufficiently protected (safe) when we disagree would be to use the following
Object123 