I am a trainer in a non-profit organization. Because we are a close staff, we tend to avoid accountability discussions around inefficient patterns rather than discussing solutions for improved performance. People arrive late for meetings, fail to complete time-sensitive tasks and spend a lot of time talking. I do have plans to introduce Crucial Accountability …
Dear David, I am a school principal and recently we had an incident where a student injured another student. I will be meeting with the father of the injured child, who is very angry. He feels the school has failed to protect his daughter in the past and this exacerbates the situation. While the school …
Dear David, Our organization is non-profit with a family-oriented culture. Unfortunately, we act like a family that has no accountability. Instead of holding people to account, our approach is to avoid and dumb down. No one is ever fired for poor performance. People arrive late, fail to complete time-sensitive tasks, and chat a lot—I mean …
Dear David, With the recent rise of children getting measles and the increasing number of people who refuse to have their children vaccinated, I have become very curious about the decisions that parents are making about their children. I work in healthcare and support vaccinating children, and I know that people who refuse to vaccinate …
Dear David, I’m the Human Resources Business Partner for a region within a global organization. We often feel as if we are our own freestanding company, but, in fact, we all have bosses at headquarters. Many of our local leaders condemn headquarters’ decisions in front of their peers and direct reports. Needless to say, this …
Dear David, The culture in my organization is toxic. We have intelligent, proud, committed leaders who are beginning to learn the talk of collaboration and empowerment. However, they still cling to the quick-and-dirty solution of compliance. My question is, how is intentional influence different from manipulation? I fear that the concept of intentional influence will …
Dear David, How do you suggest a large institution go about changing a can’t-do attitude to a can-do attitude when morale is low? We’ve had budget and staffing cuts and have a history of “silos” throughout the organization. Can you help? Signed, Salvaging What I Can Dear Salvaging, You’re taking on a challenging and worthy …
Dear David, I have recently been promoted and am now responsible for a group of program managers and their projects. I have been with the company about two years and am the newest member of the team. One of the program managers has taken significant issue with my promotion. He has changed his entire demeanor …
Dear David, I am a long-time volunteer and employee for a small, nonprofit organization. Recently, we got a new Executive Director and his management style is very challenging. I am the director of Learning and Education and previously planned all learning events. The new ED has created learning events of his own, but does not …
Dear David, I have a coworker who has FMLA approval (Federal Medical Leave Act), and I think she abuses it. She doesn’t come to work on time. Multiple times she has run out of the office, citing various personal issues—issues not related to her FMLA approved issues. We have all agreed as a team that …
