In the realm of teamwork and collaboration, the balance between certainty and uncertainty can often be the determining factor in a team's success or failure. While we tend to associate uncertainty with chaos and instability, it's crucial to recognize that an excess of certainty, bordering on dogmatism, can be equally detrimental.
Pre-functional – Functional – Dysfunctional
I believe that the best time to setup guardrails for how the members of an organization should behave to maintain ideal functionality is from the start, pre-functional; ie. before there is a "functional" organization. It should be the foundation that the organization is built on, not an add-on when things start to go wrong.
The Wright Flyer & SpatzAI – Dare to Fly
Drawing a comparison between SpatzAI and the Wright Flyer in terms of the innovation process can provide an interesting perspective on how both groundbreaking ideas were developed. Let's explore this comparison:
Speaking Up vs Talking Down
Human expression is a fundamental aspect of our existence. Speaking up, at its core, represents an intrinsic part of our nature, a vehicle through which we engage with the world.
Are You Accountable For your behavior?
Not everyone in teams and organizations know how to be accountable for their behavior.Here are 3 levels of behavior accountability that we use at SpatzAI HQ1. Acknowledge:Only some people can say sorry for their mistake."My mistake, I didn't understand." 2. Simple Apology:Only a rare few can apologize for their misbehavior when they make a mistake."I... Continue Reading →
What Three Words?
Imagine we were in a team and all of us agreed that we could use one of three words (in phases) to pause the conversation and protect ourselves in the event that we felt uncomfortable, offended, or threatened when we had differences of opinion. The three words were three levels or phases of objecting and... Continue Reading →
Why SpatzAI Will Change the Conflict Resolution Landscape in Organizations
Conflict resolution has hardly changed in 100 years. Below is a sample form that major organizations like BHP are using for their employees to report problematic behavior. There does not appear to be any forms for addressing minor problematic behavior, however.Our Mission: Is to become the global default platform for resolving minor problematic behavior in... Continue Reading →
The Subtle Art of Browbeating & Naysaying
Bullying in the workplace will be made illegal across Australia soon; however, I don't believe that bullying is the only real issue here. It is not unlawful and will never be to subtly browbeat or naysay. I think this misbehavior will only grow as overt bullying is made illegal.Everyone knows that explicit bullying is wrong... Continue Reading →
Real-time Protection from Groupthink
Getting people to speak up is NOT the problem; we have been doing it since birth. In my view, providing PROTECTION from groupthink is the problem. Properly solved and we can all speak up safely.
Workplace Protection for Speaking Up
Lately, this idea encouraging workplace team members to speak up and call out mistakes, misbehavior, and misleading leadership has been getting a lot of airwaves. Still, no one seems to be discussing how we can supply sufficient protection during the process.A key to my understanding of this issue is from the quote: “Psychological safety is... Continue Reading →
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