Stop Blaming Everyone for the Behavior of a Few

When a worker does not do their work, don’t blame the whole company. Tell that worker that they need to do their work. When you tell the whole company that the work is not done, they think it is all of them. The workers who did the work will think that they did not do it. The worker who did not do it will think that other workers did not do it either and this will make them feel like they are not the only one. The leader will then not be telling the right worker to do their work and the blame will go to the company.

After watching the videos of how others would respond to workers who are not doing their work, I would agree that the workers should be told separately that they need to do their work. This will tell them that they need to work harder and the other workers will not think that they are not working hard enough.

The videos show my scenario and the response that people have to it. When I read Todd Whitaker’s book, I learned that it is important to not use the Blanket Monkey. This is when you put the blame on the whole company. The leader should just tell the one person who is not doing the work to do their work.

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Good to Great

In Collin’s book, Good to Great, he talks about how many companies are mediocre or good. They are not getting to be great. He says that they need a new language: “We need to reject the naive imposition of the ‘language of business’ on the social sectors, and instead jointly embrace a language of greatness” (2). He says that it is important to look at companies that are good and companies that are great and compare them. It is about good and great, not about business. He came up with five points to help describe great companies: defining “great,” level 5 leadership, first who, the hedgehog concept, and turning the flywheel.

In defining great, he talks about inputs and outputs. How much is put into a company and how much is given out isn’t always the best way to measure greatness. Each company is different. The company should measure their inputs and outputs. He also says that there is always more ways to become great. If a company sees themselves as great already, they will not be able to become even more great.

In level 5 leadership, he talks about how a leader should see that they have power and know how to use it in a way that does not force the people who work for them to do anything. The power should be used in a way that gives the people freedom. The leader should do things that will help the company.

In first who, he talks about how a company should have the right people in the right jobs.  This is so important because when someone is not great for their job, it will not be great for the company. He talks about how in a school, if a teacher is not good for their job, it will affect the students and the other teachers.

In the hedgehog concept, he talks about how a company could find what they are passionate about, what they can be the best in the world at, and what helps their economics. In a company that finds this, they have their hedgehog concept. It is the thing that they should focus on to do well.

In turning the flywheel, he talks about how in a company, once they have success and they are motivated, they will keep going. When people see that the company is great, they will want to be part of it and help it to be great.

This is a really great part of the book. It is so helpful to companies. The author really knows how a company can be great and what they can do to continue to be great. I really liked reading it and I found some great ideas.

DiSC Personality Test

Hello!

My name is Sylvia Tavetian. I am studying to be an elementary school teacher. I have learned about different ways to teach students and manage a classroom. It is important to know about yourself as a leader and a communicator before you begin teaching. The DiSC Personality Test is a good way to learn about how you communicate. When I took the test, I got both S and C. S means stable, steady, and supportive and C means compliant, correct, and cautious. An SC is a peacemaker.

I learned that as an SC, I like structure, having few close relationships, and prefer supporting or analytical jobs. SC’s enjoy listening, are calm, and are passive. They are understanding of personal issues. I learned that I don’t adjust well to change.

This information did not surprise me. It all made sense to who I am. I learned that when interacting with other SC’s, I need to be sensitive to confrontation. I also learned that when interacting with D’s or I’s, I should act more assertive and pay attention. This is important to know about myself and others because I will be able to work well and communicate well. As a teacher, it is good to understand personality types to help my students and encourage them.

Learning about my DiSC personality type and how I should communicate with others is very helpful. It was interesting to see how I interact with others and why. I will remember this when I am in the classroom and when I work with other staff at my job.