If Assertive behavior is the objective between Aggressive and Submissive then maybe objecting to aggressive and submissive behavior is the key. Is this possible, that the principle of moderating our behavior and treating each other objectively is linked to the actual word, OBJECT? I believe so. As we simply OBJECT to aggressive and submissive behavior... Continue Reading →
Latest Objective Book Cover
This is my latest book cover, influenced by Daniel Kahneman, and his latest book, Noise.From an interview I heard today, he seems to be saying, how we can overcome overconfidence in organizational decision-making. My take is that confidence is the goal but overconfidence or underconfidence is not. Now, rather than using the old cliché and... Continue Reading →
Protected: Open Apology to the GIA Management
There is no excerpt because this is a protected post.
“Agree to Disagree”, Supplemental
Type into Google "Let's agree to disagree" in quotes and it will return some 121,000 results. "Agree to disagree" or "agreeing to disagree" is a phrase in English referring to the resolution of a conflict whereby all parties tolerate but do not accept the opposing position. It generally occurs when all sides recognize that further... Continue Reading →
Eliminating Badmouthing Gossip
Q. How do we eliminate badmouthing gossip in organizations?A. Expose any unresolved dispute to the whole organization.Obviously there must be some sort of dispute between the initiator of gossip and the person that they are badmouthing. But imagine if their gossip was open for everyone to read including the subject of the gossip. Hmm that... Continue Reading →
Moderating Startups
Feeling and being safe, both physically and psychologically in a startup team, a family, or any organization is what has allowed societies to flourish. Think of our legal, and political systems in democratic countries. How we achieve it in a startup is another story as, unlike established organizations they don’t usually have HR departments, or... Continue Reading →
My latest book cover and video pitch for resolving disputes within organizations https://youtu.be/eyot9sCFo2A
Q: Why Startups Need a Culture? A: It’s the Referee, Stupid!
ME:Question for you Ravi: What do you think the "culture" or "principles" of a startup are actually for? What is the fundamental purpose of them that make the experts say they are so important? RAVI:The culture is the root cause of the growth mindset. It directly drives and is a derivative of the colossal energy... Continue Reading →
Startup Referees
If I told you there was a match including Manchester United Vs Liverpool or the Dallas Cowboys Vs the New England Patriots and I asked you who would you pick as the most important contributors to the game, I think most of you would pick your favorite superstar players from either team. The players worth... Continue Reading →
Good Things Happen in Threes
What I am about to propose is NEW. There is nothing like this on the planet at the moment, that I can find for resolving disputes in the workplace. The following is my pitch for how we can tackle any incivility or misbehavior that takes place in the workplace. 3 STRIKES Our road traffic and... Continue Reading →
Object123 