Listen to any two people in a heated dispute and one thing I believe you are bound to notice, and that is their surety that they are right and the other is wrong. No doubts! You can quickly tell by the absolute and dogmatic language they are using. No prefacing their statements with "I think.."... Continue Reading →
Objectivity Illusion
Illusion of Objectivity Have a conversation with some "experts" on their chosen subject, and you may well detect their Objectivity Illusion. Now, I better be careful, or you could be accusing me of this flaw. Well, it is true. I'm pretty sure that I have this illusion also, ha! How we conquer this illusion is... Continue Reading →
Freestyle Conversation
Freestyle Conversation Empowering Teams to Speak Up Imagine if we were free to interrupt our conversations or discussions with anyone in our team or with management. Anytime or anywhere, we could pause our interactions when we felt something amiss with what was said or how it was said. In the same way that a Toyota... Continue Reading →
Our Andon System for Discussions
Adapted from: Wikipedia Andon System of manufacturing. From Wikipedia: "An Andon system is one of the principal elements of the Jidoka quality control method pioneered by Toyota as part of the Toyota Production System and therefore now part of the lean production approach." END.Also know as Stop-the-Line manufacturing. What is an Andon Discussion - Object123Andon gives every worker the ability and empowerment to... Continue Reading →
The Challenge for a Psychologically Safe Workplace
First Human Attempts at Controlled Flight I believe it is time we replicated the quest for controlled flight by getting governments and investors to offer cash prizes to the first organization that achieves an effective and measurable psychologically safe environment in the workplace. Excerpts from Matt Williams Blog "The idea of offering incentive prizes to inspire... Continue Reading →
Solving the Problem of Correcting Mistakes
Unfortunately, when we focus on correcting mistakes, we seem to focus on the person as much as on the mistake. That's how we were brought up. We still use language like "his mistake," "your fault," "he's a trouble maker," and "she's to blame." We even have institutions to help correct people's BIG mistake-making, called "correctional... Continue Reading →
How to Save Billions of Dollars Globally on HR and Management.
How do we save billions of dollars globally on HR and management fees? Easy! Simply create a one-on-one, self-moderating procedure that teams can use to to help resolve their behavior disputes with fellow team members or their manager. We call ours Object123 . Then create a social network of independent peers that are willing to review and adjudicate any disputes that we have trouble resolving using this tool. We call our the Disputz Network . And that's it.
Something New in Safety?
Lately, I seem to be hearing a lot about psychological safety as a new strategy to help teams perform more effectively in the workplace. Let's be clear; there is nothing new about the concept. The term was first coined in 1965 by MIT professors Edgar Schein and Warren Bennis, who argued that psychological safety was... Continue Reading →
Behavioral Disputes
How we go about resolving these disputes will determine the kind of "culture" we end up with in the team or organization.
Safety as a Service – SaaS
Psychological Safety as a Service Psychological safety is the latest buzzphrase in organizational research. As I interpret it, it simply means feeling safe to speak up. It may well turn out to help create the holy grail of safety in teams, but at the moment, much more research needs to be done. UNSAFTYOn the contrary,... Continue Reading →
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