The latest buzzphrase is psychological safety. It is aspirational, and as yet, no one knows how to achieve this social construct, but it seems most psychologists are discussing what it will look like and how it might be achieved. I doubt we will. It's a bit like we're drowning while they are describing the water. ... Continue Reading →
Avoiding Major Conflict with SpatzAI: The Code of Conduct for Minor Misbehavior
Our suggestion for using an app and peer review network to facilitate conflict resolution and data analysis is intriguing and could potentially have wide-reaching implications. Our proposal has thought-provoking ideas for how we can navigate disagreements in a more productive and objective way.
Psychological Conflict or Safety
Most conflict is psychological. A snide remark, sarcastic quip, an insulting name, gossiping or stonewalling. Much less rarely does such conflict escalate to become physical. But imagine if we were protected from such psychological conflict or agreed to use a simple neutral procedure to resolve this conflict behavior when it invariably happens to us? I... Continue Reading →
Account Able – The Ability to be Accountable for One’s Actions
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 →
Conflicts 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.
Safety for Speaking Up!
SPEAK UP FOR SAFETY or SAFETY FOR SPEAKING UP? I am not from the safety industry but I seem to be continually drawn into this area. I've only just caught on that the following mantra is probably what most safety officers in the industry use, ie SPEAK UP FOR SAFETY! But what if we need... 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 →
Integrity is Not Blind
I prefer all leaders and followers, for that matter, to qualify their thoughts as opinions rather than dress them up as facts. For example, I used “I prefer” but I could have said what “I think” or “in my opinion”, etc etc. This would open us all up to be more easily challenged, I believe,... Continue Reading →
We Object to Misbehavior in Real-time
The Civility123 toolkit to tackle aggressive and submissive misbehavior Prevent Vs Object IN REAL-TIME We can't PREVENT misbehavior; it is a given. It WILL happen, on occasion between people, especially when we disagree. When our ideas are threatened, we can become defensive and offensive, resulting in angry, and uncivil behavior. We can, however, OBJECT to... Continue Reading →
Social Just Culture
We Believe Every Organisation Should have a Social Just Culture Such as Object123 Psychological Safety:The Psychological Safety movement has been getting some legs over the last 5 years since a few articles came out as a result of Google's research into what makes a successful team at Google. "Psychological safety is being able to show... Continue Reading →