Do my managers demonstrate personal accountability?

• Deflecting the blame or dobbing
• Stating that there are reasons for non-performance, specific to me and my region
• Believing that excuses will turn things around

Is it an Us vs Them Culture?

• Some identify themselves as “Us” and others as “Them”.
• Principles of winning override working together
• People not embracing the company purpose and values

Are managers not looking in the mirror

• Too much micro-management
• Destructive behavior creeps in when under extreme time pressure
• Too much working in the business and not on the business
• Issues are only being dealt with by a select few

What is good for one, is good for all

• Trying to control certain issues when they should be managed
• Not using different techniques to get action
• People losing that sense of identity because of not enough one-on-one time with management.

Are natural hurdles stopping momentum?

• Reacting to each speed-bump in the road as if it were a sink hole
• Not anticipating a potential issue, even when warned of its potential
• Creativity is not utilised as a strategy

Acting like a buddy not a boss

• An inconsistent sharing of the managers time
• Personal agendas eroding company objectives
• Favouritism

Are we looking at the right metrics of performance?

• Too much time spent on non-dollar productive activities
• Not enough speak (action) around the value drivers of our business
• Recognition coming too late or not at all

Are we developing our people effectively?

• The training does not seem to have sustainable results
• “Who’s job is it to train our team”
• Not appealing to the individual value systems of our people

Are the company values influencing staff behaviour?

• The mission statement does not seem to inspire to go beyond what expected
• Policy and procedure is governing behaviour
• The performance benchmark has somehow been set too low and exceptional is too hard.

Has incompetency taken refuge in my team

• The lowest common denominator is benchmarking our productivity
• My people are becoming disengaged and less collaborative.
• There is an under current of an “entitled” culture