Psychological Safety Drill & Safety Net

So, you want psychological safety for your organization or team? Psychological Safety is the latest buzzword used since everyone found out what Google was up to with Project Aristotle and what they learned in their quest to build the perfect team. But ask someone how we get Psychological Safety, and most authors seem to expound... Continue Reading →

Disputz Network Values

Disputz Review Network CLARITYThere are no complex rules of engagement to learn with Disputz. One lets the other know, in real-time, when one is offended, and there can be only one of two results; the objection is sustained or overruled. For example, when one objects to poor behavior or attitude, in real-time during a disagreement,... Continue Reading →

Disputz Review Network Pitch

the problem Internal disputes occur in teams & especially startup teams when they are making pivotal decisions early on. It can be a power struggle when we disagree & can expose poor behavior & attitude issues. These disputes are difficult to resolve, cause us friction, and upset the dynamics within the team, which can leave... Continue Reading →

To Complain or Object that is the Question?

There is not so much awareness in our organizations and teams between complaining versus  objecting. Here are the legal definitions as per WikiDiff, although I am talking more about civil purposes, which I have thrown in at the bullet points. To complain: "(legal) in criminal law, the preliminary charge or accusation made by one person against another to the... Continue Reading →

The Quest to Find Psychological Safety

The quest to find Psychological Safety has been ongoing since 2016, when everyone found out, What Google Learned From Its Quest to Build the Perfect Team. Since then, everyone seems to be trying to find and define how we go about achieving Psychological Safety. How Do We Find & Define Psychological Safety What if I said... Continue Reading →

DISPUTZ EXPLAINER

What is it: Disputz is a Culture-as-a-Service AI platform to help teams resolve their internal disputes. Our Mission: To empower team members to make self-confident & objective decisions. how we do this: By enabling team members to consistently OBJECT to behavior that we find offensive, during disagreements, and if necessary, have our objections peer reviewed.... Continue Reading →

Object to Noise

Noise causes noise. - To object makes us objective Statistical noise is referred to results that are scattered and not so easy to identify why it is occurring.It is also the title of the next book by Daniel Kahneman.But imagine if we actually removed noise (actual noise) from our discussions in decision-making. ie Reduce any... Continue Reading →

Aggressive – Assertive – Submissive

If Assertive behavior is the objective between Aggressive and Submissive then maybe objecting to aggressive and submissive behavior is the key. Is this possible, that the principle of moderating our behavior and treating each other objectively is linked to the actual word, OBJECT? I believe so. As we simply OBJECT to aggressive and submissive behavior... Continue Reading →

Latest Objective Book Cover

This is my latest book cover, influenced by Daniel Kahneman, and his latest book, Noise.From an interview I heard today, he seems to be saying, how we can overcome overconfidence in organizational decision-making. My take is that confidence is the goal but overconfidence or underconfidence is not. Now, rather than using the old cliché and... Continue Reading →

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