Serious workplace conflicts rarely, if every appear out of nowhere. The shouting match in the boardroom, the feud between departments, the HR complaints about “toxic culture”, they didn’t just happen. They all began as something much smaller: a raised eyebrow, an offhand remark, a piece of feedback delivered poorly, or a single unfair or minor disrespectful infringement. In other words, a minor spat.
Micro-Aggressions Spark Micro-Conflicts (Spats) & Potentially Much More
Micro-aggressions, those subtle slights like a sarcastic or dogmatic (I am right you, are wrong) tone, an eye-roll, or a dismissive interruption, may appear trivial in isolation. But in practice, they can sting, chip away at trust, and quietly derail collaboration, leading to uncertainty and indecision.
I Don’t Work For You
A colleague once said to Meg De Keukelaere: “I don’t work for you.” It stopped her in her tracks. Not only was it jarring, it also sparked reflection on rules of engagement, belonging, and the role of core values in shaping culture....
Feedback, Pushback & Backlash
I think I’ve worked out a key blind spot in Amy Edmondson’s thesis on psychological safety. Her definition works well in high-stakes error environments like hospitals or aviation. In those settings, people need to feel safe to admit mistakes without fear of blame. That’s essential — nobody should hide a surgical slip or a checklist error because they’re afraid of punishment. Edmondson’s framing covers that territory well.
SpatzAI Fair Play MO (Modus Operandi)
Instead of each person, manager or HR handling conflict ad hoc (with their own personal MO that might be unfair, inconsistent, or reactive), SpatzAI codifies a fairer MO:
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
Freedom to Speak ≠ Freedom to Be Rude Without Consequence
There’s a common confusion, especially on the political right, between freedom of speech and freedom to be rude without being challenged. Let’s be clear: 🗣 Freedom of speech protects us from government censorship. It doesn’t protect us from being held accountable by others.
The Spatz-Time Continuum and Temporal Dynamics
Just as physics taught us that time and space are one, Spatz teaches us that behavior and response time are one.
A Simple Micro-conflict Resolution Process
When someone in a workplace team feels they’re being treated unfairly by a teammate or manager… we recommend SpatzAI — a system that empowers affected team members to address the issue directly and in real-time, while offering the protection of a transparent team review process, if the final conflict remains unresolved.
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