The situation that Doers dread most is being teamed with someone who lacks the skill, ability, and motivation to do the right things, the right way, for the right reason. Such people are labeled as incompetents who walk around in a fog unaware of the negative impact they are having on those around them. They […]

Unlike mentoring or networking, your support system will focus on you as a person, rather than on your job or career. The primary mode of communication between yourself and the “players” in your support system should be one-on-one. At times, the level of interaction can be intense, particularly during periods of doubt and confusion. The […]

Doers often disparage workplace relationships because they “don’t know, don’t like, or don’t trust” the people with whom they work. Applying the tenets of teamwork as defined in the previous two Blogs when building a task-based relationship objectifies rather than personalizes individual performance. This shift in focus attracts Doers because it is now clear to […]

Applying the tenets of teamwork outlined in the previous blog and in this part 2 when building a task-based relationship objectifies rather than personalizes individual performance. This shift in focus turns makes you a Doer because it is now clear what, not who, needs to be fixed. MUTUAL RESPECT: Accept and value what others bring to […]

Doers understand and accept that forming productive relationships by removing the impediments that separate them from the quirky personalities of their teammates is not likely to happen naturally. The tenets of teamwork described below and in the blog that follows provide guidelines for building task-based relationships, so that when Doers encounter whiners, slackers, misfits, or […]

Leaders are running into a growing problem with followers, who will not accept ownership when a job is done poorly, but instead pile on the excuses and pass the whole mess back up the chain of command. This phenomenon is called “upward delegation.” One example is when a follower pesters you with questions about how […]

Doers expect their leaders to form teams and to act in a team-like fashion. If they do not see teamwork modeled from above, there is no inspiration for them to make the necessary compromises to work with their peers cooperatively. Organizations without teamwork at the upper levels develop a reputation for dissent, not cooperation. Doers […]

If you ask someone at Alcoholics Anonymous how they are doing, they say, “I’m in recovery;” meaning they know they are not perfect, but they are working on it. That desire to improve is what moves you through life: the potential of being better. The four stages of the Mastery Learning Sequence outlined below provide […]

Most of us prefer to tell the truth and expect others to be honest with us in return. More importantly, we expect coworkers to communicate bad news graciously and to offer criticism objectively. Timeliness is also a key factor. Waiting for the right moment, or putting it off until the recipient is in a good […]

Mistrust is the result of leaders and followers who do not bother to confirm their assumptions about a given situation before either or both take action. Here is an example. A production line supervisor needed some routine information from Larry who was working nearby at his station. The supervisor walked over to Larry and said, […]