Most workplace systems still treat objectionable behaviour as something for leadership or HR to decide. That makes sense once a matter has become serious. But what about the moment before that? What about the small public put-down, the dismissive tone, the repeated interruption, the sarcastic remark, the patronising comment, or the unfair delivery during disagreement?
If You Were Sue, Would You Use SpatzChat?
Imagine you are Sue in a team meeting. You suggest an idea. Jim responds publicly: “Babe, that’ll NEVER work! What were you thinking?” Maybe Jim was careless. Maybe he did not realise how dismissive he sounded. Maybe he did. Either way, the real test is what happens next. Sue gives him a light verbal caution:
Conflation Matters: Tension & Disagreement Vs Friction & Conflict
For far too long, sloppy management language has blurred distinctions that should never have been blurred. Experts, consultants, and workplace commentators keep praising “healthy conflict” and “productive friction” as if damage and discipline were the same thing....
Disagreements Are Not the Problem, Unresolved Micro-Conflicts Are
Disagreements in teams are not the problem; disagreements that result in unresolved micro-conflicts and misalignment are. A disagreement is often just two people modelling reality differently. It can be useful. It can surface risks, sharpen thinking, and improve decisions. Many high-performing teams disagree frequently, and still collaborate well, by addressing—quickly—any behaviors that create friction or micro-conflicts....
Maybe Psychological Safety Isn’t a Feeling, But a Process to Be Measured
It seems to me that I see psychological safety a lot differently than most.. Team members often don’t stay silent because they have nothing to say, but because they’re concerned they won’t receive the respect they deserve for contributing. Not because they are weak, but because they don’t know how to address objectionable behavior without exasperating the situation.
Why the Future of Dynamic Collaboration Could Lie in Micro-Conflict Intelligence (MI)
In Design Studies (2017), Joel Chan and his colleagues observed that teams that failed to resolve their micro-conflicts often failed to achieve their project goals. Conversely, those that successfully navigated these everyday tensions didn’t just avoid breakdown, they reduced uncertainty, built trust, and ultimately delivered stronger outcomes.
Why My SpatzAI Pitch Was Rejected by Atlassian Ventures
Two years ago, when I pitched SpatzAI fair play for teams to an investor from Atlassian Investment, he listened carefully, smiled, and said something that stuck: “Managers might start getting honest pushback from their teams.”
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.
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?
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
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