Breaking the Blame Cycle – How to Get Through to Excuse Makers and Blamers
Boosting Productivity: Dealing with the ‘Not My Fault‘ Syndrome!
Instructor :
Bob Churilla
Webinar ID:
3405
Date: 4 March 24, MON
Start Time: 10 am PT
Duration: 1 Hr
What you will learn
- Difficult Employees – Identify Types and Their Characteristics.
- Management Strategies – Address Behaviors with Clarity and Support.
- Boosting Productivity – Foster Positivity, Promote Autonomy, Celebrate Achievements.
- Constructive Talks – Use Methods to…
- Difficult Employees – Identify Types and Their Characteristics.
- Management Strategies – Address Behaviors with Clarity and Support.
- Boosting Productivity – Foster Positivity, Promote Autonomy, Celebrate Achievements.
- Constructive Talks – Use Methods to Discuss Problematic Behaviors.
- Promote Accountability – Encourage Open Dialogue and Co-create Action Plans.
- Enhanced Communication – Allow Voicing Concerns and Aligning with Goals.
Course Description
Got a colleague consistently missing deadlines? You’re not the only one!
Many teams grapple with performance dips due to accountability gaps, communication mishaps, or overlooked inexperience. It’s crucial for managers to pinpoint when and why team communication and efficiency derail.
There’s little as exasperating as team members dodging responsibility or pointing fingers when tasks falter.
Leaders have the challenge to spur productivity, even when faced with challenging personalities.
In our upcoming live webinar, attendees will:
- Spot and strategize against habitual excuse-makers and blamers.
- Uncover ways to galvanize employee motivation and boost workplace productivity.
- Delve into actionable steps to tackle excuse-driven behavior head-on.
- Familiarize with effective strategies for holding accountability discussions with underperformers.
- Equip themselves with tools to foster a high-performance culture, even amidst challenges.
Ready to navigate the maze of excuses and blame?
Don’t Miss Out – Register Now!
Got a colleague consistently missing deadlines? You’re not the only one!
Many teams grapple with performance dips due to accountability gaps, communication mishaps, or overlooked inexperience. It’s crucial for managers to pinpoint when and why team communication and efficiency derail.
There’s little as exasperating as team members dodging responsibility or pointing fingers when tasks falter.
Leaders have the challenge to spur productivity, even when faced with challenging personalities.
In our upcoming live webinar, attendees will:
- Spot and strategize against habitual excuse-makers and blamers.
- Uncover ways to galvanize employee motivation and boost workplace productivity.
- Delve into actionable steps to tackle excuse-driven behavior head-on.
- Familiarize with effective strategies for holding accountability discussions with underperformers.
- Equip themselves with tools to foster a high-performance culture, even amidst challenges.
Ready to navigate the maze of excuses and blame?
Don’t Miss Out – Register Now!
Why you should attend
Empowerment Over Punishment: The New Face of Accountability!
Accountability is the backbone of organizational performance, influenced by every employee action. The response to accountability is often shaped by our approach to it.
Managers, it’s crucial to grasp tried-and-true methods for pinpointing the root of unmet expectations and devising actionable solutions. Moreover, plotting strategies to prevent recurring challenges is key.
This webinar offers robust tools to address the “excuse-makers” and “blamers” in your team. Learn effective strategies to navigate these particular employee personalities.
Understanding the psyche of such employees will sharpen your management skills, ensuring the right leadership approach. Neglecting these challenges? It could erode productivity and dampen morale.
We’ll equip you with strategies to engage in constructive dialogues, fostering a positive workspace where employees enjoy autonomy and feel heard.
With our webinar insights:
- Spot performance dips swiftly and address the sensitive terrain of unfulfilled promises.
- Gain invaluable tools to hold your team accountable, guiding them to honor commitments and meet projected goals.
- Transform these challenging individuals into invaluable organizational assets.
Dive in with us!
Empowerment Over Punishment: The New Face of Accountability!
Accountability is the backbone of organizational performance, influenced by every employee action. The response to accountability is often shaped by our approach to it.
Managers, it’s crucial to grasp tried-and-true methods for pinpointing the root of unmet expectations and devising actionable solutions. Moreover, plotting strategies to prevent recurring challenges is key.
This webinar offers robust tools to address the “excuse-makers” and “blamers” in your team. Learn effective strategies to navigate these particular employee personalities.
Understanding the psyche of such employees will sharpen your management skills, ensuring the right leadership approach. Neglecting these challenges? It could erode productivity and dampen morale.
We’ll equip you with strategies to engage in constructive dialogues, fostering a positive workspace where employees enjoy autonomy and feel heard.
With our webinar insights:
- Spot performance dips swiftly and address the sensitive terrain of unfulfilled promises.
- Gain invaluable tools to hold your team accountable, guiding them to honor commitments and meet projected goals.
- Transform these challenging individuals into invaluable organizational assets.
Dive in with us!
Areas Covered
I. Types of Difficult Employees
- Excuse Makers
– Characteristics - Blamers
– Characteristics - Related Difficult Employee Types
– Other Types
– Characteristics
II. Strategies for Dealing With the Excuse Maker and Blamer
- Handling the Excuse Maker
– Be direct, not accusatory
– Clearly establish specific tasks and deadlines
– Set expectations
– Establish consequences - Handling the Blamer
– Provide a supportive environment
– Acknowledge good work
– Reinforce positive behavior
– Work with them to change negative behavior - Other Helpful Strategies
– Being open in discussing issues
– Discuss their impact on others
– Give opportunities to employees for greater responsibility
– Appeal to common goals and objectives
III. Motivating for Productivity
- Expressing Positive Feelings
- Promote Employee Initiatives
- Increase Employee Autonomy
- Allow Space to Voice Complaints
- Management Sacrifice for Food of Company
- Publicly Support Employees
- Commit to Employee Motivation as a Priority
IV. Conversations with Difficult Employees
- Two Methods to Talk with Difficult Employees
- Confronting Difficult Employees
– Name the issue
– Give example of problematic behavior
– Describe emotions at issue
– Clarify what is at stake
– Identify your contribution to problem
– Indicate desire to resolve issue
– Invite employee to respond
– Interact with employee
– Questions to consider
– Enter into a new agreement - Accountability Conversations
– Creating a safe space for conversation
– Share our own experience
– Ask questions
– Listen for responses
– Respond to the kind of problem presented
– Make a plan
– Be focused and flexible if new problems emerge
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
I. Types of Difficult Employees
- Excuse Makers
– Characteristics - Blamers
– Characteristics - Related Difficult Employee Types
– Other Types
– Characteristics
II. Strategies for Dealing With the Excuse Maker and Blamer
- Handling the Excuse Maker
– Be direct, not accusatory
– Clearly establish specific tasks and deadlines
– Set expectations
– Establish consequences - Handling the Blamer
– Provide a supportive environment
– Acknowledge good work
– Reinforce positive behavior
– Work with them to change negative behavior - Other Helpful Strategies
– Being open in discussing issues
– Discuss their impact on others
– Give opportunities to employees for greater responsibility
– Appeal to common goals and objectives
III. Motivating for Productivity
- Expressing Positive Feelings
- Promote Employee Initiatives
- Increase Employee Autonomy
- Allow Space to Voice Complaints
- Management Sacrifice for Food of Company
- Publicly Support Employees
- Commit to Employee Motivation as a Priority
IV. Conversations with Difficult Employees
- Two Methods to Talk with Difficult Employees
- Confronting Difficult Employees
– Name the issue
– Give example of problematic behavior
– Describe emotions at issue
– Clarify what is at stake
– Identify your contribution to problem
– Indicate desire to resolve issue
– Invite employee to respond
– Interact with employee
– Questions to consider
– Enter into a new agreement - Accountability Conversations
– Creating a safe space for conversation
– Share our own experience
– Ask questions
– Listen for responses
– Respond to the kind of problem presented
– Make a plan
– Be focused and flexible if new problems emerge
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
Who is this course for
Everybody benefits from watching this. Even better when done as a group!
- Managers fed up with missed deadlines
- HR people looking to confront a difficult employee
- Leaders who are looking to build the culture of accountability
- CEO’s and entrepreneurs looking to improve their business
- Anyone wanting to change their organization’s culture
Everybody benefits from watching this. Even better when done as a group!
- Managers fed up with missed deadlines
- HR people looking to confront a difficult employee
- Leaders who are looking to build the culture of accountability
- CEO’s and entrepreneurs looking to improve their business
- Anyone wanting to change their organization’s culture
Instructor Profile
Bob Churilla is a partner in a conflict management and organizational development firm, Conflict Resolution Professionals Group (CRPG). Bob has a Ph.D. in Conflict Resolution and a Juris Doctorate degree.
In addition, Bob is a Visiting Professor at a private University. Bob has worked with the United States Postal Service, Veterans Administration, Transportation Security Administration and the Equal Employment Opportunity Commission as a mediator and consultant.
Bob has also consulted with local, state and private employers, government agencies, churches and nonprofit organizations.
