Being accountable for our actions sounds simple, but try extracting an acceptable apology from someone, and you will soon find out that this ability is as rare as hen's teeth. My brother Steve and I tried this experiment some 20 years ago. We agreed that if either of us got angry, we would give the... Continue Reading →
When one thinks about it most of our behavior is based around fear of conflict and how we can avoid it.So we have created and listened to stories that tell us: Don't be a snitchGo with the flowYou are too sensitiveDon't make wavesLet sleeping dogs lieDon't rock the boat Don't upset the applecartSticks and stones....Suck... Continue Reading →
This is the simple reason why startups fail and how we propose to fix it: https://www.slideshare.net/slideshow/embed_code/key/cjrlFySKoiduzo?hostedIn=slideshare&page=upload SpatzAI Startup Moderator Toolkit to Resolve Founder Conflict
I don't agree with this definition of psychological safety ie. "Psychological safety is achieved when an employee feels that they can be their authentic self, especially in a team setting, and not suffer any negative consequences as a result." I don't believe that psychological safety is a "feeling" but true psychological safety is only achieved... Continue Reading →
65% of Startup Teams Fail Due to Founder ConflictProf. Noam Wasserman THE FOUNDER’S DILEMMAS Why is it that no one seems to want to do anything about reducing this figure. Yes, you are reading correctly 65% and yet I am not aware of any startup accelerators doing anything differently to rectify this figure. I am... Continue Reading →
What we thought was a minor spat at the time turned out to be an ongoing major conflict that is still unresolved to this day. I guess you could say it was a conflict in disguise.
We should be able to test and resolve all of our spats to ensure that they are not the more severe dispute or conflict. Let's try to resolve all our minor team spats mainly because some of these spats could be conflicts in disguise and ultimately could be responsible for causing the the next startup team to fail.
So you’ve formed your startup team, great! And together, you’ve formed a neat code of conduct because you want everyone to feel psychologically safe in the team, right? You’ve read all the books on managing a team well and do all the workshops; Amy Edmondson, Tim Clark, Kim Scott, Adam Grant, Simon Senek, and the... Continue Reading →
Feeling psychologically unsafe? What does it even mean, really? Okay, lets break it down.Amy Edmondson coded description: “A shared belief that the team is safe for interpersonal risk-taking.” Amy EdmondsonA shared belief...that the team is safe...for interpersonal risk-taking. === Desmond SherlockWe agree on...a way to keep the team safe...sharing conflicting ideas. Here is my decoded... Continue Reading →
Slack XXX Group's Code of Conduct We hold all stories or personal material in confidentiality We are careful about interrupting each other.When we disagree, we focus on the idea, not the person.When we have a discussion, we make spaces to pause for reflection.We don’t need to be articulate to express ourselves.We acknowledge that there is... Continue Reading →