In 2005, two co-founders and their advisor were preparing for a decisive investor meeting. The investors were well-capitalised, having launched a major Australian car rental company, while the advisor had previously built a widely used travel and tour platform...
The SpatzAI Self-Managed Accountability & Moderating System
SpatzAI is a self-managed accountability and moderating system for workplace teams. It works inside the SpatzChat app, when needed, staying lightweight and proportionate, while keeping a structured 3-step sequence in the background to address one-off behavioral breaches before they expand into larger disputes.
SpatzAI Changes Unwanted Feedback From Fight or Flight to Flag
Most theories of conversation assume feedback leads to learning. Sometimes it does, but mainly when the feedback is easy to hear. This also encourages overly careful, even obsequious, delivery that avoids saying what actually needs to be said. When feedback is liked, learning is frictionless. When feedback is disliked or unwanted, human systems default to biology. We either fight or flight.
The Missing “Roll” in Psychological Safety
Attention all systems thinkers. I’d love your take on all the talk about psychological safety, and just how scientific it really is, especially here on LinkedIn. Even from leading experts, I find plenty of claims but little verifiable science. Don’t get me wrong, achieving genuine psychological safety would be the holy grail of behavioral psychology. But when I search for “the system of achieving psychological safety,” I find a lot of rhetoric and almost no mechanics.
If Psychological Safety Can Be Lost So Easily, How Safe Is It Really?
In a recent exchange with Eadine Hickey, she described psychological safety as something that can be reduced whenever someone feels shut down or made to look “stupid.” It got me thinking, if psychological safety can be so easily disturbed, is it really "safety" at all?
Formally Addressing Micro-Conflicts Vs Toxic Conflict Resolution
Why is it that formal conflict resolution is always at the end of the process and not the start? When most workplace conflicts, needing resolution, usually (if not in every case) start with a minor infraction, why not enable team members to more formally address these micro-conflicts or minor spats, well before intense and expensive conflict resolution is ever needed?
Why is conflict resolution at the end of the process and not at the start?
When most workplace conflicts, needing resolution, usually (if not in every case) start with a minor infraction, why not enable team members to effectively address these micro-conflicts well before expensive conflict resolution is ever needed.
When “Team-Building” Isn’t in the Team Charter
Sometimes the friction isn’t a difficult colleague (Narcissist) at all; it’s a ritual that outlived its usefulness. When teams centre on the Charter and let SpatzAI handle real-time respect and accountability, they often discover they need fewer “team-building” events, because the real bond is forged in how they handle minor spats, not in how well they throw a trivia night.
What is SpatzAI in a Nutshell
SpatzAI is a real-time micro-conflict resolution platform designed to help teams address and resolve minor workplace spats before they escalate into disputes or conflicts. It combines a structured messaging app, team, and AI review platform that holds team members accountable, creating fairness and psychological safety through transparency.
Conflict Resolution Vs Dynamic Collaboration
Picture two work colleagues locked in a simmering disagreement. Their spat drags on for weeks, finally reaching HR and senior management. Meetings are scheduled, statements are taken, emotions harden. By the time the official “resolution” arrives, the energy that once drove their work is long gone, trust has eroded, and collaboration has been compromised.
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