#organizational-psychology

#organizational-psychology

You know that person in the meeting who barely says anything, yet somehow everyone turns to them when decisions need to be made? I've been fascinated by this phenomenon ever since I started interviewing people for my articles. After talking to over 200 folks ranging from startup founders to middle managers, I noticed something striking: the ones who commanded the most respect weren't always the loudest voices in the room.

When Polish endoscopists began using AI to detect cancer, their accuracy improved. But their performance on non-AI procedures got worse. When students used AI to draft SAT-style essays, their creativity initially spiked. Yet those who started with AI-generated ideas showed reduced alpha-wave activity (a marker of creative flow), " tended to converge on common words and ideas," and their "output was very, very similar" to one another's.

We were walking home from the grocery store in West Yorkshire, England, when a group of teenage boys blocked our path in a narrow alleyway. They hurled racist insults and told us to "go back home." My reaction was instantaneous: Stay quiet, avoid conflict, and get past them as quickly as possible. I grabbed my mother's arm, urging her to move with me. But she didn't.

We are told from childhood to "play nice," to keep the peace, to smooth things over. But what if this instinct toward harmony is actually holding us back? The real danger to our relationships, workplaces, and communities isn't conflict-it's indifference. Conflict, when engaged constructively, is the spark that ignites growth. It is the friction that polishes rough ideas into breakthroughs, the heat that forges raw ore into something enduring.

We're equals,' one founder told me. 'We split everything 50/50. Power isn't an issue.' But within two sessions, it was clear-power was the issue. It just hadn't been named.

Using organizational psychology helps ensure the success of change management projects by emphasizing skills like curiosity, empathy, and systems thinking to aid transitions.