Kremlin Vs Westminster System The latest buzzword in organizations is psychological safety, where team members feel free to speak up without any repercussions, but is it any wonder that they don't when the whole organization looks more like the Kremlin than the Westminster System and is structured to shut them up! The name "Kremlin" means... Continue Reading →
Micro-conflicts Nipped-in-the-bud
Micro-conflict refers to small, everyday conflicts that occur in the workplace. These conflicts can be caused during disagreements when minor infractions, misunderstandings, personality differences, or conflicting goals and priorities occur. Micro-conflicts are often less severe than larger conflicts, but they can still have a significant impact on the work environment if not addressed effectively. Micro-conflicts... Continue Reading →
What Conflict Resolution & Psychological Safety Have in Common
Conflict resolution and psychological safety are both important concepts in the field of organizational psychology and are related in several ways. Conflict resolution refers to the process of resolving disputes or differences that arise between individuals or groups in an organization. This can include addressing conflicts related to work tasks, differences in values or beliefs,... Continue Reading →
Fosters Psychological Safety
“A culture of trust & respect Fosters psychological safety.” [THIS PLATITUDE WAS GENERATED BY CHATGPT]
Psychological Safety Protections Vs Psychological Safety Platitudes
I believe it is important not to be confused when experts are describing the problem and making it sound like it is the solution.Eg: “Creating a culture of trust and respect can foster psychological safety." [This platitude was generated by ChatGPT] Sounds great on paper but it’s just smoke and mirrors to me, with zero... Continue Reading →
Psychological Conflict or Safety
Most conflict is psychological. A snide remark, sarcastic quip, an insulting name, gossiping or stonewalling. Much less rarely does such conflict escalate to become physical. But imagine if we were protected from such psychological conflict or agreed to use a simple neutral procedure to resolve this conflict behavior when it invariably happens to us? I... Continue Reading →
Conflict Resolution or Secret Men’s Business
Generally speaking, conflict resolution is carried out by management and or HR behind closed doors. It is not a democratic process. Let's call it secret men's business. Is it any wonder that there are countless unresolved complaints from disgruntled employees in organizations? The democratic process was first developed over 2500 years ago in Ancient Athens,... Continue Reading →
Psychological Safety an Impossible Construct
Sorry, but I have to speak up and say that the #psychologicalsafety that professor Edmondson is describing seems to me to be an impossible social construct. E.g., “Psychological safety, which is the ability to speak up without the risk of punishment or humiliation.” In my view, there is and will always be this risk of... Continue Reading →
Further Steps in Transparency
Another point for exposing our unresolved conflict is that it acts as a great incentive to ensure we all use our new and radical toolkit available to resolve our spats before they become our exposed conflicts.
Resolve the Disagreement Now or Solve the Problem Later
The best way to solve a problem or mistake is to resolve the disagreement that is likely to create it.Tweet
