In many workplaces today, and especially on LinkedIn, the word narcissist gets tossed around like confetti. It seems that everyone has an opinion on fellow team members' mental health now. A teammate pushes back on an idea? “Classic narcissist.” A manager insists on a deadline? “Total narcissist.” Most of these snap judgements aren’t clinical insight, they’re armchair diagnoses. And once that label is out there, the conversation stops being about what actually happened. It becomes personal, polarizing, and unfair, playing the man and not the ball.
When “Practical” Advice Isn’t So Practical After All
My response to Adam’s post: “With regards feedback Grant, I believe there is either fairly delivered feedback or unfairly delivered feedback. I will accept the content of fairly delivered feedback even if I disagree with the content. I will object, however, to unfairly delivered feedback, no matter if I agree with the content or not. Feedback can be split into two parts, in my book: the content and the delivery. Personally, I think the delivery of feedback is more telling and interesting than the content.”
The Psychological Safety House of Cards
In my view, Goals, Strategies and even Tactics are great, but without actions they are just empty words carried away with the wind....
Why SpatzAI Might Be the Best Supervised Fine-Tuner on the Planet
Everyone’s racing to fine-tune LLMs. But here's a thought: what if the real breakthrough isn’t just in model weights, but in the way we shape behavioral context and output formatting in real-time?
The Fault Vs Your Fault – The Difference Between Finding Fault and Blaming
In every workplace, things go wrong. Mistakes happen. Deadlines are missed. Misunderstandings arise. Even people misbehave. But too often, instead of focusing on what went wrong, we focus on who is at fault. Misbehaving does not make someone a "narcissist"; to be blamed, it just makes their behavior unacceptable and to be corrected.
When a PIP Isn’t What It Seems: How SpatzAI Can Help You Push Back Fairly
If you've ever been put on a Performance Improvement Plan (PIP), you might have felt the ground shift under you. Suddenly, your value is in question, your targets are unclear, and your future feels pre-written. A recent viral post by employment lawyer Katherine Kleyman lays bare what many already suspect: PIPs are often not about helping employees improve, but about laying the groundwork for dismissal.
Freedom to Speak ≠ Freedom to Be Rude Without Consequence
There’s a common confusion, especially on the political right, between freedom of speech and freedom to be rude without being challenged. Let’s be clear: 🗣 Freedom of speech protects us from government censorship. It doesn’t protect us from being held accountable by others.
SpatzAI: The Loonshot to Land Fairness on Every Device in the Workplace by 2035
Today, I’m lighting a different fuse: "By 2035, I believe a fairness procedure and system will be standard in workplace teams globally, not through policies or posters, but through a real-time, structured system similar to SpatzAI".
Escalate the STAIR Way
It starts the way it often does, quietly. A team member has an issue with her manager. Maybe he cut her off in a meeting. Maybe he dismissed her work publicly or was overly dogmatic in his curt response. Whatever it was, it didn’t sit right.
SpatzAI: More paperwork, More Headaches, More Complications…
I think some people could look at SpatzAI and think "more paperwork, more headaches, more, more, more….". That might be their first reaction when they hear about SpatzAI in action: “More process? More friction?” But I believe that’s a surface-level take—one that misses the point entirely.
Object123 