mm. dude who's running the IR now is the living paradigm of your #4 fireable. - RepoRat

#4 is The Worst Thing Ever to have to deal with. Gah. - ωαřмaiden ❤Marrit Woman❤

oh man. #4 gives me flashbacks to dealing with certain ppl i was responsible for during my time at Reed Elsevier. makes me want to drink just thinking about it. - Joe Silence

I have had lengthy meetings where multiple people capable of doing their own jobs took time away from those jobs so they could argue over the right way to handle people who weren't doing theirs. THE PAIN. - Mark Kille

Only one bar on my phone so I'll respond later - but yes, I agree that you can't have an org that works well if everyone agrees to tolerate people's who can't/won't work. Hiring well is super critical. - barbara fister from iPhone

Hmm the problem here is many bosses thrive on micromanaging, so if you take away the need to report to them all the time, what are they going to do to prove their value? - aarontay

I would argue that #3 is at least as painful as #4 if not more so. Having seen an institution that practiced the third item and where no one seemed to have the authority (or the willingness) to actually make a decision, nothing ever seemed to get finished. - ellbeecee

Barbara, I look forward to your response...I see firing well as the necessary complement of hiring well, because someone who is right for an organization's needs when hired might drift into not-right territory over time as the organization's needs change. - Mark Kille

Aaron, if people can't demonstrate valuable contributions without bossing other people around, then they'd fall into #4 territory. - Mark Kille

Ellbeecee, #3 is definitely super painful. I personally see #4 working as a corrective response to #3, which is one reason I think of it as "most important"--but I also personally suffer more in #3 situations than #4, because I can route around slackers but not around gridlock. - Mark Kille