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It's a meeting that says it's 'possible at any time', but in reality no one can meet it. How to resolve time agreements with structure, not emotion.
Everyone talks about time, but there is no conclusion.
There is no end to the mix of collection and selection.
**Separated into 24 hours of collection → 2 hours of confirmation**
There is always someone waiting.
If there is no waiting rule, the person who waits loses.
SLA Agreement: **“Wait 10 minutes, then start”**
Every time I try to make something new, it becomes a mess.
Without anchoring, priorities fall behind.
1 Fixed Slot: **“Fixed once a week, additional is a bonus”**
Waiting has become the default for meetings.
It’s a state where confirmation feels like confinement.
Structure throws people off.
Gather the available time first.
Example: “Available times only until 9 o’clock tomorrow.”
After that, just confirm.
Example: “Voting between A/B ends at 10 o’clock today.”
Waiting as a system.
Example: “Start after waiting 10 minutes.”
Meetings become a habit.
Example: “Fixed every Friday at 10 o’clock.”
Try saying: “Please give me until 9 o’clock tomorrow. After that, I will post a confirmation vote through A/B.”
Try saying: “Please wait until 10 minutes, and then let’s start with everyone who comes in.”
Try saying: “I think creating a fixed slot once a week will reduce stress.”
A. I get more tired when there are no rules. The minimum rule is actually more comfortable.
Some people want to win, some want to take it easy, and some people always take on the same role. The rule is not to turn role conflict into a human fight.
If one person falters, the tone of the entire team is ruined. I'm not trying to eliminate anger, but I've put together the minimum rules to prevent it from spreading.
Items, rewards, points, and contributions may seem small, but they convey emotions. How to organize your feelings of unfairness with rules before they build up.
Those who are good at it will feel frustrated, beginners will feel intimidated, and eventually the fun will diminish for both. How to resolve skill differences through ‘structure’ rather than ‘consideration’.