""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
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?