Dear Amy and Kim, it's all very well to tell your dear followers, "4 ways to help you to speak up in the workplace", only for these readers to try and find out that speaking up doesn't always go as planned and the shit hits the fan. Then they remembered why they avoided disagreeing with... Continue Reading →
One-size-fits-all Solution for Infringements in Teams
In soccer, there are 17 rules that players should adhere to if they wish to compete. In the workplace, there are a similar number of rules for behavior that a team member should adhere to for the organization to run smoothly. In soccer, on average, two teams will have between 20 to 30 infringements during... Continue Reading →
Pushing the Envelope
"If everyone is thinking alike, then somebody isn't thinking" George S Paton We all know how important innovation and collaboration are in organizations, especially tech companies. It is usually highly prized and encouraged. But to achieve these breakthroughs, we need to push the envelope within ourselves and in teams. At the same time, everyone seems... Continue Reading →
Can’t See the Psychological Safety for the Micro-conflict
What if achieving psychological safety was as simple as nipping our micro-conflict behavior at the bud, before they became full blown and expensive conflicts to resolve? I think we can using SpatzAI our AI toolkit to resolve and monitor micro-conflicts in teams. According to some studies the average number of hours lost to productivity due... Continue Reading →
Most Organizations Are Not Democratic
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 →
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 →
Conflict Resolution Vs Psychological Safety
What if I told you that we don't have psychological safety in teams because the method of resolving conflict in organizations has not altered in the last 100 years and is sadly lacking? And we could achieve psychological safety with the possible overhauling of this antiquated process. "Ha!" I hear you say rhetorically. "That would... Continue Reading →
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 →
Fighting Hidden Conflict Resolution
Malicious gossip is the scourge of most organizations. It is usually how most individuals in organizations deal with their minor conflicts. Also referred to as backbiting, badmouthing, venting or backstabbing, it can only exist if we do it in secret. It's our hidden conflict resolution and so ubiquitous that we don't even seem to notice... Continue Reading →
Venting or Gossiping
When people gossip, they will never want the person or organization they are talking about want to hear what they have to say.
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