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 →
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 →
Eliminating Badmouthing Gossip
Q. How do we eliminate badmouthing gossip in organizations?A. Expose any unresolved dispute to the whole organization.Obviously there must be some sort of dispute between the initiator of gossip and the person that they are badmouthing. But imagine if their gossip was open for everyone to read including the subject of the gossip. Hmm that... 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 →
The Radical Principle of Object123
I will try explain the simple but radical principle of Object123. Instead of drawing up hundreds of dot points on what to do, what not to do and basically how to behave in your organisation, you simply start with Object123 and that is it. Basically it becomes your very own AI for describing how to... 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 →
Documented Disagreement & Dispute on Linkedin With a Principles Follower
Desmond Sherlock: But like all families Ray, we can get offensive behavior. What Social Just Culture do you have in place for your team members to use to address when someone inevitably treats them poorly?Or do they just have to suck it up and take one for the team? This is not about disagreeing, it... Continue Reading →
How to Resolve Disagreements Before they Become Disputes
I have a possible solution to resolving disagreements before they become disputes, that you can try without any expensive therapy SPLIT THE DISAGREEMENT into two parts.The content of the disagreement andThe behavior while delivering the content. Then DISAGREE with the content but OBJECT to the behavior of the delivery when one finds it offensive. Do... Continue Reading →
Disagree Vs Object
Disagree with Content - Object with How the Content is delivered in Real-time Here is the tip of the century (my view) or what I have called aSocial Just Culture When we are having a disagreement don't allow ourselves to get confused or sucked into a personal dispute. Only DISAGREE with WHAT (content) someone says.NEVER... Continue Reading →
