Leaders are running into a growing problem with followers, who will not accept responsibility when a job is done poorly, but instead pile on the excuses and float 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 […]

  One of the first things Doers encounter when they enter a new workplace is an intensive effort by other employees to recruit them into a clique. Those who hold a negative view of the organization will pull the Doer aside to warm him or her about whom to trust and whom to watch out […]

When your expectations are conveyed clearly those on the receiving end feel good about providing the response you need. Unclear requests typically leave the listener feeling disappointed, discouraged, or disillusioned. Those who hold you responsible for their negative feelings typically walk away and say nothing rather than risk telling you what is really on their […]

Companies that rely solely on the CEO to navigate the uncharted waters of global competition are floundering. According to The Big Shift, a worldwide study published by Deloitte University Press, “The success of the modern organization will depend upon its ability to create an environment that cultivates learning and accelerated performance improvement.” In his best […]

Striving for a better life in the future by reflecting on the way they live and work today is what gives Doers the edge over those who wait for others to do it for them. Doers begin their reflections with an honest assessment of the potential challenges they will face along the performance improvement pathway. […]

Performance-challenged employees will typically band together in opposition to the demand for improvement. Fearing the loss of belonging, these underachievers view higher performance goals as a threat to their longevity. Because the low producers have more at stake in staying put, they are more likely to “fight” for their job in ways you have never […]

Time is a precious commodity in today’s pressure packed workplace. People are expected to form trusting relationships quickly—which is difficult when there is so much to get done. The widespread adoption of electronic messaging has further reduced interpersonal communications, making the development of trust even less likely. No one can fault you for relying on […]

  Leaders should be continuously providing evaluations and honest feedback, while simultaneously addressing poor performance and inappropriate behavior in a timely way. Evaluations contribute to the overall morale of the workforce; the immediate feedback clears up confusion, reinforces excellence, and helps reassure people that their growth within the company is on track. When hard work […]

Organizations are still about people and how well they work together. But workplace relationships take time to develop, and in this day of rapid change and fast turnaround, time is at a premium. Therefore, connecting the Doers as soon as they are hired is critical. From the start they need a sense of direction and […]

In a high performance culture supervisors need to provide frequent evaluations and honest feedback, while also addressing poor performance and inappropriate behavior in a timely way. Consistent evaluations contribute to the overall morale of the workforce; the immediate feedback clears up confusion, reinforces excellence, and helps reassure people that their growth within the company is […]