Failure or mistakes in teams are not always a bad thing; they are often stepping stones to success. However, it's essential to distinguish between two specific types of failure or mistakes in our business.....
2033 – The Future of Team Productivity Has Arrived
In late 2024, Desmond Sherlock, a determined entrepreneur with a vision to transform workplace dynamics, founded SpatzAI in the bustling tech hub of Silicon Valley. Her idea was to revolutionize team dynamics by addressing minor misbehaviors and micro-conflicts in the workplace through innovative behavioral science and AI-powered solutions.
Pre-functional – Functional – Dysfunctional
I believe that the best time to setup guardrails for how the members of an organization should behave to maintain ideal functionality is from the start, pre-functional; ie. before there is a "functional" organization. It should be the foundation that the organization is built on, not an add-on when things start to go wrong.
The Wright Flyer & SpatzAI – Dare to Fly
Drawing a comparison between SpatzAI and the Wright Flyer in terms of the innovation process can provide an interesting perspective on how both groundbreaking ideas were developed. Let's explore this comparison:
The Spats Resolution Revolution: Addressing Minor Workplace Misbehavior on the Fly
Imagine a scenario where teams can use the SpatzAI intervention app to swiftly address and document their concerns on the fly instead of allowing tensions to simmer and relationships to sour.
Speaking Up vs Talking Down
Human expression is a fundamental aspect of our existence. Speaking up, at its core, represents an intrinsic part of our nature, a vehicle through which we engage with the world.
Are You Accountable For your behavior?
Not everyone in teams and organizations know how to be accountable for their behavior.Here are 3 levels of behavior accountability that we use at SpatzAI HQ1. Acknowledge:Only some people can say sorry for their mistake."My mistake, I didn't understand." 2. Simple Apology:Only a rare few can apologize for their misbehavior when they make a mistake."I... Continue Reading →
What Three Words?
Imagine we were in a team and all of us agreed that we could use one of three words (in phases) to pause the conversation and protect ourselves in the event that we felt uncomfortable, offended, or threatened when we had differences of opinion. The three words were three levels or phases of objecting and... Continue Reading →
From Conflict to Conversation
I think most conflicts stem from poor delivery of the content and escalate from there. So I work on the guiding principle of splitting a conflict into two parts. 1. Agree/disagree with the content and 2. Object/accept the delivery I have found that once this process is agreed to and used well, an interesting dynamic occurs. Our discussion goes from a conflict to a conversation. We use SpatzAI to achieve this.
In Search of Objectivity
In search of Objectivity My Opinion Piece: In today's complex social landscape, our behavioral responses to situations we deem problematic can significantly impact outcomes. Upon closer examination, it has become apparent to me that individuals tend to fall into three distinct categories: the aggressive, the objective, and the submissive. Let's delve into each of these... Continue Reading →
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