Spatz Team Charter Agreement
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Link to the SpatzAI GPT Assistant
INTRODUCTION
Instead of the loudest or most coercive voice getting heard during a negotiation or discussion, we think such problematic and manipulative behavior can skew the decision-making process and should be addressed at the time.
OUR VISION
To cultivate an innovative team environment free from toxic conflict and filled with difficult, yet constructive conversations.
OUR MISSION
For teams to use a real-time intervention that protects all members while sharing their boldest, and most innovative ideas freely and safely.
SPATZ GUIDING PRINCIPLE
At SpatzAI we believe conversations are for converging rather than converting. We hypothesize that micro-conflicts are more likely to occur when one or more team members are trying to convert the other rather than converging together.
So, we advocate that team members split conversations into two distinct aspects —
1. The content of the conversation (the idea or concept)
2. How the content is delivered (converging or converting)
We can choose to agree or disagree with the 1. The content, and:
We can choose to object to or accept 2. How the content is delivered.
Once team members agree to use the Spatz guiding principle, team members can feel free to speak up, knowing there are rules of engagement for when someone is trying to unfairly convert them, behaving overly dogmatic or loud in their delivery during discussions and disagreements.
THE SPATZ INTERVENTION
The listener will be allowed to pause the conversation, at such times, and nip-in-the-bud any behavior deemed inappropriate by verbally cautioning the speaker on how their point was delivered. If the spat is unresolved the objector can activate, at a convenient time, the Spatz 3-step app procedure to document and resolve their spat. And if need be, the conflict gets posted on the network to be reviewed and a recommendation made by their peers and AI, if necessary.
This is our proposal that can be used to onboard team members and for them to agree to use before any team decision-making discussions begin. And of course anyone can suggest an amendment to the charter agreement as long as the rest of the team agrees to the proposal.
WHY USE SPATZ?
As humans, disagreement, debate, and negotiation are all natural aspects of our interactions. However, it’s how we handle these situations that defines us, we believe, and determines our outcomes. At Spatz, we view disagreement as a healthy aspect of team collaboration, rather than a source of conflict.
Peace is not the absence of conflict, but the ability to cope with it.
Mahatma Gandhi
That being said, we recognize that micro-conflicts or spats can arise when disagreements are accompanied by converting behavior that is, biased, loud or overly dogmatic. Such misbehaviors include minor browbeating, ridiculing, ignoring, gaslighting, tone and volume increase or any other form of micro-aggression that can cause tension within teams.
Our mission is to provide teams with the tools they need to monitor and resolve problematic behavior before it can escalate and adversely affect teamwork. We believe that teams can be a more productive and inclusive when all members know they are protected while expressing their bold ideas, opinions and perspectives.
THE PROBLEM
Disagreements among team members can sometimes lead to uncivil behavior from one or more individuals, which can have negative consequences for the team as a whole. Without adequate protection and protocols in place to address minor misconduct, offended team members may choose to avoid disagreements and vent their frustration through gossip or other means.
Alternatively, they may react angrily to the misconduct, resulting in micro-conflicts that can fester and further erode team collaboration. Left unresolved, these micro-conflicts can ultimately lead to poor decision-making and performance for the team as a whole.
THE SOLUTION
In the event that minor misconduct or infractions, our platform provides team members with the tools needed to pause the debate and object to the offending behavior in real-time. By doing so, they can ensure that any offensive behavior is acknowledged and addressed immediately, before it can cause further harm to the team and its members.
“Build a culture of stopping to fix problems, to get quality right the first time.“
The fifth principle of the Toyota Way
THE OBJECTION PROCEDURE
Our approach to addressing problematic behavior in real-time involves using a simple verbal caution to inform the offending team member of the perceived infringement. And according to the team charter a simple acknowledgment is necessary to move on.
However, if the issue remains unresolved – whether because it’s contested or ignored – we can inform the team member that we will use the SpatzAI app later, when we have time to document and try to resolve the spat. This way, we can hold team members accountable for their actions and help prevent minor issues from escalating into major conflicts that can harm team productivity and cohesion.
“Psychological safety is an atmosphere where one can take chances……….
without fear and with sufficient protection.”[EDGAR SCHEIN & WARREN BENNIS 1965 – PSYCHOLOGICAL SAFETY – WIKIPEDIA]
SPATZAI THREE-STEP INTERVENTION APP
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- Caution – using the SpatzAI App to send the official caution, the grounds for it and the data collection begins for our Spat. If the offending person acknowledges his misbehavior they move on or if he challenge or ignores the caution the offended person can up the ante…..
- Object – an official objection is sent and now our Dispute requires a simple apology. If the offending person gives a simple apology for their misbehavior they move on or if he challenges or ignore the objection the offended person can once again up the ante and…..
- Stop – is sent and the app automatically posts our Conflict onto the SpatzAI peer review network to be reviewed. Now the conflict requires an acceptable apology for a resolution, and if still unresolved or challenged….
The conflict goes to a vote with a chance to hear both sides and the Spatz machine learned AI and the Peer Review Network makes a recommendation on how to resolve the conflict.
DATA COLLECTION
At SpatzAI, we believe that the team data collected from the SpatzAI app can provide valuable insights into team dynamics, strengths, and areas for improvement. By leveraging machine learning algorithms, we can use this data to assist in resolving future conflicts and help teams become more effective.
Moreover, the SpatzAI app can also help investors and organizations evaluate team performance by comparing the team’s Spatz data with their work performance. This can enable them to predict a team’s future success and make more informed decisions about where to invest their resources. Ultimately, our goal is to help teams achieve their full potential and promote better collaboration and communication within organizations
SPATZAI VALUES – DECART
We use the following values to run SpatzAI and help keep us on track along with using the SpatzAI app. – and yes, we eat our own dogfood!
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- Daring
- Enjoyable
- Considered
- Accountable
- Reasonable
- Transparent