Category Blogs
How Followers Feel When They Fall Behind
Performance-challenged employees will typically band together in opposition to the need for improvement. They are also the first to point out even the smallest faults of their performance-minded teammates whenever the need for change is mentioned. Fearing the loss of status, they view progress as a threat to their longevity. Because the low producers have […]
Electonic Messaging Impedes Trust Building
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 systems has further reduced interpersonal communications, making the development of trust even less likely. No one can fault you for relying […]
Rumors Are Harmful To Sensitive People
We all love a juicy piece of gossip now and then. Even if we do not want to believe it, we still want to hear it. Unfortunately, those few who take delight in spreading rumors do not seem to realize that their mean spirited game-playing can harm innocent people. Here is a real life […]
Performance Assessment Motivates Doers
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 […]
Doers Need A Sense Of Direction
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 […]
Honest Feedback Reinforces Excellence
Leaders should be continuously providing evaluations and honest feedback, while 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 is recognized, […]
Acting On Asssumptions Fosters Mistrust
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, […]
Valuative Coaching Upgrades Performance
Supervisors sometimes avoid taking corrective action because it feels too much like parenting. Other times they withhold critical feedback because the childhood injunction, “Judge not, lest yee be judged,” still rings in their ears. It is time to set these past feelings aside and talk about a new approach called valuative coaching. The purpose of […]
When Good Enough Isn’t Good Enough
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 us through life: the potential of being better. The four stages of the Mastery Learning Sequence outlined below provide […]
Responsibility Charting Promotes Accountability
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 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 […]
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