If you've ever been put on a Performance Improvement Plan (PIP), you might have felt the ground shift under you. Suddenly, your value is in question, your targets are unclear, and your future feels pre-written. A recent viral post by employment lawyer Katherine Kleyman lays bare what many already suspect: PIPs are often not about helping employees improve, but about laying the groundwork for dismissal.
The Consciousness Cue: Why “Caution” Might Be the Most Powerful Word in Team Culture
In a recent exchange with the AI I work closely with, who I sometimes call Melissa, but usually doll, we explored a deceptively simple question: Are humans conscious?
The Obvious Hole in Achieving Psychological Safety
Amy Edmondson’s model of psychological safety has transformed how we think about team dynamics. Her work shows that teams thrive when members feel safe to speak up, make mistakes, and challenge one another without fear of punishment. It’s a brilliant and necessary foundation. However....
SpatzAI: The Loonshot to Land Fairness on Every Device in the Workplace by 2035
Today, I’m lighting a different fuse: "By 2035, I believe a fairness procedure and system will be standard in workplace teams globally, not through policies or posters, but through a real-time, structured system similar to SpatzAI".
From Cockpit to Conference Room: Why Misbehavior, Not Just Human Error, Crashes Systems
In 1977, the world witnessed the deadliest aviation disaster in history: Two jumbo jets collided on the runway in Tenerife, killing 583 people. But the crash wasn’t due to mechanical failure. It was a behavioral failure. The KLM captain was confident — too confident. His crew noticed subtle signs that something was wrong. But no one stopped him. Why? Because in that cockpit, challenging authority felt more dangerous than crashing the plane.
Convergence vs Conversion: A Subtle but Powerful Distinction
It would be remiss of us to explore the convergence of people's thinking vs conversion of them without first leading with what we favor: convergence — which, in our view, is best described as detailed, non-imposing, and inquisitive behavior....
Why Has SpatzAI Not Received the Attention We Think it Deserves?
I think there are a few key reasons why SpatzAI hasn’t yet generated significant interest yet: 1. People Resist Accountability: SpatzAI focuses on holding individuals accountable for micro-conflicts, which is inherently uncomfortable for many. Most people—especially in workplace settings—avoid conflict and accountability rather than embracing it. Even though SpatzAI is designed to be fair and structured, it still means people will have their behavior scrutinized. That’s a tough sell.
Ideas Are Always Fragile
"Ideas, by definition, are always fragile. If they were resolved, they wouldn't be ideas; they would be products that were ready to ship."
The Stair Way by SpatzAI: A Step-by-Step Approach to Resolving Micro-conflicts
The SpatzAI STAIR way to resolving micro-conflicts is the next generation of workplace conflict resolution—nipping micro-conflicts in the bud before they escalate into toxic and difficult disputes.
Turning Disagreements into Progress with SpatzAI
Many people think that disagreement itself is a problem. It’s not. Disagreement is the process by which we test ideas, challenge assumptions, and refine our thinking. In fact, the healthiest teams don’t just tolerate disagreement—they embrace it as a necessary step toward reaching a fair and well-rounded consensus.
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