""Dan is clear and focused with the ability to facilitate results. I am impressed by his insight and professionalism. Any person or organization desiring positive change would benefit by working with Dan.""


Rebecca Minser, M.D.

Working With Difficult People

December 3, 2016

When there is a problem with workplace performance, look at the "before and after" -- what came before and after the performance. Often a performance gap can be attributed to one of these important factors.

Before the workplace performance . . . .

  • Was there a clear agreement on desired performance?
  • Were incentives and reward systems aligned with the desired performance?

After the workplace performance . . .

  • Was there a consequence for the difficult behavior or undesired workplace performance?
  • Was there ever positive reinforcement given to the employee for the desired performance?