"To be, or not to be—that is the question:" Hamlet’s eternal struggle wasn’t just about existence. It was about endurance; whether to suffer in silence or speak truth in a world that may not be ready to hear it. Today, that same dilemma plays out in workplaces everywhere. When we see unfairness, disrespect, or overly dogmatic behavior, the question echoes in our minds: Do I call it out, or do I stay quiet and burn out slowly instead?
Complaining vs. Objecting: A Subtle but Powerful Difference
I agree with neuroscientists suggesting the negative effects of complaining: it drains energy, breeds resentment, and often changes nothing. But not many people know that there is a responsible way to complain. It’s called objecting.
Rethinking Leadership: From Setting the Cultural Tone to Sharing It
“Your behavior as a leader sets the tone for your team.” That’s the line we often hear. And yes, it can be true, if you believe it’s only the leader’s role to do so. But what if leadership wasn’t about setting the tone, but enabling it to be set collectively? Imagine instead of one person determining the culture of the team, you had a system that allowed anyone in the team to fairly course-correct the tone of another team member, even the leader.
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?
Maybe Psychological Safety Isn’t a Feeling, But a Process to Be Measured
It seems to me that I see psychological safety a lot differently than most.. Team members often don’t stay silent because they have nothing to say, but because they’re concerned they won’t receive the respect they deserve for contributing. Not because they are weak, but because they don’t know how to address objectionable behavior without exasperating the situation.
Why Your Organization Needs Micro-Conflict Intelligence—Yesterday
We believe that most team blowups don't start as major conflicts. They slowly unravel through micro-conflicts, born by dogmatic, "I am right, you are wrong thinking." Subtle tensions, repeated interruptions, and passive-aggressive comments. These aren’t “small” problems; they are early signals of cultural erosion.
Why the Future of Dynamic Collaboration Could Lie in Micro-Conflict Intelligence (MI)
In Design Studies (2017), Joel Chan and his colleagues observed that teams that failed to resolve their micro-conflicts often failed to achieve their project goals. Conversely, those that successfully navigated these everyday tensions didn’t just avoid breakdown, they reduced uncertainty, built trust, and ultimately delivered stronger outcomes.
5 billion Ways to Handle a Spat. Time for One that Actually Works.
How many workplace team members does it take to screw up addressing misbehavior in a meeting? Five billion....ha! That's because every human on the planet seems to have their own specific way of handling a spat. Some avoid it. Some explode. Some smile and stew. Others call HR. Few actually address it fairly, in the moment
Why My SpatzAI Pitch Was Rejected by Atlassian Ventures
Two years ago, when I pitched SpatzAI fair play for teams to an investor from Atlassian Investment, he listened carefully, smiled, and said something that stuck: “Managers might start getting honest pushback from their teams.”
Organizations Are Supposed to be Organized
Organizations are supposed to be organized, but when it comes to helping teams resolve their minor spats, the best advice we’re still getting (even from Harvard Business Review) is for managers to intervene. Here’s what they recommend managers do:....
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