Our Psychological Safety Framework


Response: Acknowledge

Eg: “OK granted”

If one is upset by the other’s behavior they can pause the conversation & caution the offender in real-time and he/she would need to acknowledge or challenge the caution or it can be escalated to an OBJECTion.


Response: Simple Apology

Eg: “Sorry I was out of line”

If the caution is not adequately addressed then the offended person can escalate it to an objection. Now the situation would need a simple apology or a further challenge to respond to the offended person or it can be escalated to a STOP.



Eg: “Sorry, I was being unfair because…
& next time I will be more……”

If the dispute reaches a STOP because the original caution and objection was not addressed appropriately by the offender, an acceptable apology would now be required or the dispute can be taken to a hearing before our peers to assess the matter.

how we disagree with misbehavior

Psychological Safety (PS) is the latest buzz word for corporations especially since the 2017 article in the Harvard Business Review on Google and high performing teams. There has been a lot written on the subject with many claiming to be experts and with years of research under their belt. Authors such as Brene Brown, author of Dare to Lead and Timothy R Clarke, author of The 4 Stages of Psychological Safety, have written extensively on the subject and their work sounds valid but there is just so much of what we need to know in order to achieve true psychological safety.

They seem to have focused on all the behaviors that team members should and shouldn’t do and what the team leaders should and shouldn’t do to enable these identified behaviors. Their information and data is exhaustive and exhausting.

However, there is another way that may solve this overwhelming problem. Instead of focusing on how we all should behave to achieve PS, simply focus on how we object to misbehavior. Object123 does just that.

This is our Psychological Safety framework that allows us to moderate each other’s misbehavior, in real-time and direct. Where the janitor can object to the CEO’s misbehavior and know that they have the protection that the framework provides with everyone being held accountable.

The special sauce to OBJECT123 is to understand the difference between disagreeing and objecting. That is, when we disagree it is with the content in the discussion but when we object it is with the behavior in the discussion. This allows us, at any time, to consciously deal with misbehavior, when we are upset or offended during disagreements, quickly and efficiently nipping it in the bud, any small behavioral incident before it becomes a dispute.

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