Introducing the Problem Monsters

Who is Avoidor?

Introducing Avoidor, a dangerous problem monster that can exist within your organization for a long time before it's recognized. Unfortunately, when we do finally see the impact that Avoidor is making, it usually comes at a cost to morale and performance.

But Why does Avoider Appear in the first place?

There are typically 4 main reasons:

Fear of having difficult conversations can cause Avoidor to rear its ugly head. Managers may avoid addressing performance or behavior issues because they don't want to deal with the discomfort of a tough conversation.

Avoidor can also be triggered by a fear of embarrassment or admitting to one's shortcomings. This can lead to a lack of accountability and a reluctance to take ownership of mistakes.

Lack of strong belief systems and self-confidence can contribute to Avoidor's appearance. Individuals who struggle with self-doubt may avoid taking risks or making decisions for fear of failure.

Lastly, Avoidor can be fueled by a lack of accountability within the organization. When individuals don't feel responsible or accountable for their actions, it can lead to a culture of avoidance and a lack of action.

How do we challenge the Avoidor Problem Monster?

• We build a culture of ownership and accountability.

• We help managers have tough talks with team members about performance and behavior.

• We implement effective performance and talent management systems.

• We promote a culture of honesty, authenticiity, and safety in the workplace.

How can Leadership In Focus help your team deal with Avoidor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Avoidor:

Tough Talk

Confident Culture

Communicate with Confidence

Boundaries that Work

Talent Agents

Power of the Pack

overthinkor

Who is overthinkor?

Introducing OverThinkor, the thought monster that invades our minds at the most inconvenient times. We've all experienced it: fixating on a problem, only to have OverThinkor overwhelm us and make us feel like we've lost control.

But why does OverThinkor appear in the first place?

Typically, there are 2 main reasons:

Disorganization, lack of preparation, or procrastination within our organizational systems can trigger OverThinkor's appearance.

Our belief systems can also contribute to OverThinkor's presence. Defaulting to negative thought patterns or limiting beliefs can trigger OverThinkor's invasion, causing us to spiral into overthinking and self-doubt.

How do we Challenge the overthinkor Problem Monster?

First, we disrupt OverThinkor by recognizing it for what it is.

We then identify the source of the OverThinkor. Is it from disorganization, lack of preparation, or procrastination within our organizational systems?

Once we have identified the source of OverThinkor, we can take action to disrupt it. By naming and recognizing OverThinkor for what it is, we can begin to build a plan to manage it effectively.

Finally, it's important to consider how immediate the threat of the idea is and to remember that most problems have more time to fix than we give ourselves credit for

How can Leadership In Focus help your team deal with Overthinkor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle OverThinkor:

Belief Makeover

Manage the Mess

Super Hero Strengths

Building Resilience

Who is Blaimor?

Blaimor is a toxic culture monster that thrives in environments where people don't take accountability or ownership for their performance, results, or mistakes. It also appears when leaders fail to create a safe space for learning from failures. Blaimor shows up in various forms, and it often hinders progress, growth, and success.

But why does Blaimor appear in the first place?

Typically, there are 4 main reasons:

A culture that lacks tolerance for learning from mistakes. When organizations punish or shame individuals for making mistakes, they create a culture of fear that discourages accountability and stifles innovation.

A lack of accountability or ownership. When team members don't take responsibility for their performance, results, or mistakes, they are more likely to engage in blame-shifting behaviors, which can further erode trust and collaboration.

Fear and self-doubt. When individuals lack confidence in their abilities or are afraid of failure, they may resort to blaming others or making excuses as a way to protect themselves.

Communication breakdowns. When communication channels break down, misunderstandings and misinterpretations can occur, leading to fingerpointing and blame-shifting

How do we Challenge the Blaimor Problem Monster?

We need to cultivate a culture of ownership and accountability in our organizations, where individuals take responsibility for their actions and outcomes.

We need to have difficult conversations with team members about their performance and behavior, providing constructive feedback and support.

We need to foster a culture of honesty, authenticity, and safety where people feel comfortable speaking up and expressing their ideas and concerns.

We need to create a learning culture that encourages experimentation, risk-taking, and continuous learning, where mistakes are seen as opportunities for growth and development.

We need to have zero tolerance for blaming others and instead focus on learning from mistakes and opportunities for improvement.

How can Leadership In Focus help your team deal with BLaimor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Blaimor:

Tough Talk

Boundaries that Work

Confident Culture

Power of the Pack Leader Coach

Super Hero Strengths

Innovate to Great Building Resilience

Who is Tellor?

Tellor is a Problem Monster that emerges when a person is promoted to a leadership position but fails to lead effectively. Instead, they focus solely on managing and telling their team members what to do. This kind of leadership discourages learning and growth, stifles creativity, and fosters groupthink that can have a detrimental effect on the performance of an organization.

But why does Tellor appear in the first place?

Typically, there are 4 main reasons:

Leaders may not feel equipped or prepared to lead. Leaders may lack the confidence to empower their team. Leaders may not have effective team building skills. The person may be the wrong choice for leading a team.

How do we Challenge the Tellor Problem Monster?

We need to equip new leaders with the skills they need to learn how to lead effectively and not just manage and tell their team members what to do.

We need to build the confidence of leaders to empower their team members and encourage creativity and growth.

We need to equip and empower new leaders with effective team building skills and coaching techniques, including active listening skills.

How can Leadership In Focus help your team deal with Tellor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Tellor:

Confident Culture

Power of the Pack Leader Coach

Communicate with Confidence

Belief Makeover

Talent Agents

Innovate to Great

Who is Followor?

Followor is a Problem Monster that emerges when individual leaders lack confidence in their own ideas and decisions and instead rely solely on the ideas and decisions of others. This leads to a "yes man" mindset that stifles diversity of thought and idea generation within the organization, ultimately hindering its ability to thrive and innovate.

But why does Followor appear in the first place?

Typically, there are 5 main reasons:

Leaders lack confidence in their own ideas and decisions.

They fear failure or criticism and believe that following others will protect them from this risk.

They feel pressure from their superiors or peers to conform to certain expectations or norms.

They lack the skills or experience needed to think independently and make confident decisions.

The organization's culture may suffer from autocratic leadership, which can stifle creativity and discourage independent thinking, leading to the emergence of the Followor monster.

How do we Challenge the Followor Problem Monster?

We create an environment where individuals feel comfortable sharing their thoughts and ideas. This could involve setting up a regular 1:1 meeting, anonymous suggestion boxes, or team brainstorming sessions.

As a leader, model the type of behavior you want to see in your team. Encourage independent thinking by asking for different perspectives and valuing input from all team members.

We can offer training and education programs that help team members develop critical thinking skills and build confidence in their decisionmaking abilities.

We should encourage risk-taking and experimentations by celebrating failures and recognizing successes. This can help shift the focus from maintaining the status quo to finding new ways to solve problems.

We must address the root cause. If the senior leadership team is the source of the problem, it may be necessary to address the issue head-on. This could involve providing feedback to the senior leadership team, working with a coach or consultant to improve leadership skills, or even exploring options for leadership succession.

How can Leadership In Focus help your team deal with Followor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Followor:

Strategic Leader

Super Hero Strengths

Power of Priorities

Power of the Pack

Confident Culture

Tough Talk

Boundaries that Work

Who is Distractor?

Distraktor is a Problem Monster that emerges when we become enamored with the wrong problem or idea, distracting us from the most critical tasks at hand. This powerful monster can appear at any time of day or night and can significantly impact our work and relationships.

But why does Distraktor appear in the first place?

Typically, there are 3 main reasons:

Our prioritization and decision-making systems may not be optimized, causing us to lose focus on the most critical tasks. We may overestimate our ability to multitask, leading us to switch between tasks frequently and become easily distracted.

The constant availability and power of our devices and communication systems can disrupt our concentration and pull us away from important work.

How do we Challenge the Distraktor Problem Monster?

We need to develop effective prioritization and decision-making systems that help us identify and focus on the most critical tasks, projects, and ideas. We need to recognize that multi-tasking is a myth and that maintaining focus is crucial. We can develop systems to build in focus, such as time blocking and eliminating unnecessary distractions. We need to manage the distractions that arise from our devices, communication systems, and colleagues. Setting boundaries, such as turning off notifications during work hours, can help us resist the lure of the Distraktor monster and stay focused on our work.

How can Leadership In Focus help your team deal with Distraktor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Distraktor:

Power of Priorities

Manage the Mess

Boundaries that Work Building Resilience

Disruptor

Who is Disruptor?

Disruptor is the Problem Monster that saps team energy and causes chaos and challenges within the group. Disruptor may take on many forms, from a team member who willfully or unknowingly causes disruptions to an unforeseen challenge that instills fear and chaos in the team and its leader.

But why does Disruptor appear in the first place?

Typically, there are 4 main reasons:

Because nobody has sat down with this individual to discuss the impact of their behavior.

Insecurity and/or lack of accountability are weighing heavily on one or more individuals.

We failed to keep open eyes and ears to what is going on in our competitive environment.

A person's discomfort with change can lead them to resist new ideas and ways of doing things, causing disruption within the team.

How do we Challenge the Disruptor Problem Monster?

We need to talk to the individual about their disruptive behavior and explain how it affects the team and the project. Offer specific examples and work with them to find solutions that will help them improve.

We need to encourage our team to communicate openly and frequently. Listen to their concerns and ideas, and encourage them to speak up when they notice the Disruptor monster.

We need to create a positive team culture that values collaboration, respect, and accountability. Encourage team members to support each other and to take ownership of their work.

We need to recognize, and help our team members see, that change is inevitable, and sometimes Disruptor is a symptom of resistance to change. As a leader, you can help your team embrace change by communicating clearly about the reasons for the change, addressing concerns, and providing support and resources to help your team adapt.

How can Leadership In Focus help your team deal with Disruptor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Disruptor:

Tough Talk Power of the Pack Change is Coming Building Resilience

Confident Culture

Super Hero Strengths

Talent Agents

Stressor

Who is Stressor?

Stressor is a Problem Monster that appears when leaders deal with a constant level of pressure to perform at a high level and meet demanding expectations. Some of these can be self-imposed expectations, and others may come when an organization focuses on too many priorities and set expectations that are unattainable.

But why does Stressor appear in the first place?

Typically, there are 5 main reasons:

The organization has set unrealistic objectives or expectations for team members.

We set personal expectations for performance that are too high and feel a constant pressure to deliver against these self-imposed goals. There are several stakeholders that are placing a high level of demands and people have not set up effective boundaries. There may be a high level of ambiguity around expectations or direction.

People may be struggling with work life balance and may be dealing with personal issues that are further exacerbating the stress.

How do we Challenge the Stressor Problem Monster?

We can prioritize our workday by focusing on the most important tasks and delegating to other team members. We can schedule in and take short breaks throughout the day to recharge our batteries.

We can practice self-care by exercising, eating a healthy diet, getting enough sleep, and engaging in activities outside of work.

We can seek support from our team, colleagues or a mentor that can provide guidance and support during challenging times. We can set boundaries around our work to prevent burnout. This can include setting limit on working hours, avoiding checking email outside of work, and taking vacation time.

We can develop resilience by cultivating a growth mindset, learning form failures and setbacks, and practicing mindfulness and positive self-talk.

How can Leadership In Focus help your team deal with Stressor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Stressor:

Change is Coming Building Resilience

Confident Culture

Power of Priorities

Manage the Mess Belief Makeover

Who is MicroMangor?

MicroMangor is a Problem Monster that often emerges in leadership environments where there is a lack of trust and empowerment. Similar to its cousin Tellor, MicroMangor manifests when a leader feels compelled to micromanage every aspect of their team's work, displaying a tendency to be overly controlling and not letting go of the reins. Its sticky hands can hinder growth, creativity, and productivity within the team.

But why does OverThinkor appear in the first place?

There are several reasons why it typically appears:

Leaders who struggle with delegation and empowerment may resort to micromanaging.

Leaders who believe that they are the most knowledgeable person may feel the need to oversee every detail.

A lack of trust in the team can lead to micromanagement. Control issues can also contribute to micromanagement.

Leaders who struggle with perfectionism may micromanage to ensure that everything is done perfectly.

Insecure or ill-equipped leaders may overcompensate by micromanaging. A lack of clarity in the leader's goals and expectations may result in micromanagement.

Fear of failure can also contribute to micromanagement as leaders try to prevent mistakes from happening.

How do we Challenge the MicroMangor Problem Monster?

We can provide leaders with training and resources on effective delegation and empowerment strategies.

We must establish clear goals and expectations for the team and communicate them effectively.

We can encourage a culture of trust and transparency within the team.

We can provide opportunities for micro managers to develop their leadership skills and build confidence.

We should offer constructive feedback and coaching to help micro managers understand the impact of their behavior on the team.

How can Leadership In Focus help your team deal with MicroMangor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle MicroMangor:

Tough Talk

Belief Makeover

Boundaries that Work

Confident Culture

Power of the Pack Leader Coach

Super Hero Strengths

Innovate to Great

Who is Impostor?

Impostor is a Problem Monster that shows up in the mind of a leader. Much like OverThinkor, this monster starts to invade the thoughts of a leader creating self-doubt and lowering their confidence. If this monster goes unchecked, it may derail the leader from maintaining the self-confidence that they need to lead their teams.

But why does Impostor appear in the first place?

Typically, there are 6 main reasons:

Being a new leader and feeling inexperienced can create a sense of selfdoubt and inadequacy.

Fear of failure can cause individuals to doubt their abilities and feel like an Impostor.

A series of rapid promotions or career advancements may create a sense of overwhelm and self-doubt.

Low self-confidence and self-esteem can lead individuals to feel like they are not capable of leading effectively.

Impostor may cause individuals to believe that they do not deserve their success or accomplishments.

Comparing oneself to other leaders or feeling inadequate in comparison can lead to feeling like an Impostor.

How do we Challenge the Impostor Problem Monster?

We can encourage the leader to reflect on their successes and accomplishments that led them to their current role. Help them recognize and appreciate their abilities and achievements.

We can provide additional support or coaching for the new leader. They may benefit from having a buddy who can help them navigate their role.

We can offer formal mentorship from a seasoned leader. Help them identify their strengths and development areas, and develop strategies for building confidence and overcoming impostor syndrome.

We can encourage the leader to seek feedback from colleagues, employees, and other stakeholders. Feedback can help them gain a more objective perspective and understand their strengths and areas for improvement.

We can encourage the leader to focus on learning and growth, rather than perfection or avoiding failure. Help them understand that mistakes and failures are opportunities to learn and improve.

How

can Leadership In Focus

help your team deal with Impostor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Impostor:

Belief Makeover

Communicate with Confidence Leader Coach

Super Hero Strengths

Building Resilience

Who is Dividor?

Dividor is the Problem Monster that appears when teams and functions operate in silos. It creates friction and an unsupportive culture, where individuals and teams act out of self-interest and keep secrets from each other to gain a competitive advantage internally. Dividor can have many of the same root causes as the Confusor Monster, and it can have a detrimental impact on collaboration, innovation, and overall performance.

But why does Dividor appear in the first place?

Typically, there are 4 main reasons:

Lack of alignment among the leadership team on priorities or existence of toxic conflict at higher levels in the organization.

Poor communication of focused priorities by the leadership team. Culture of competitiveness that has overtaken the organization, leading to unhealthy internal competition and lack of support.

Teams are overloaded with work because the organization has taken on too many priorities, leading to a siloed mentality to protect individual team interests.

How do we Challenge the Dividor Problem Monster?

We can talk encourage cross-functional collaboration and break down silos by promoting teamwork and open communication across teams and departments.

We can foster a culture of transparency and sharing of information, so that teams are aware of what each other is working on and can provide support where needed.

We must address any underlying issues such as toxic conflict or lack of trust within the leadership team or between teams, and provide support to help individuals and teams work through these challenges.

We can ensure that teams are adequately resourced and not overloaded with too many priorities, which can lead to siloed working and a lack of support for each other.

We must set clear expectations and goals for teamwork and collaboration, and recognize and reward individuals and teams who demonstrate these behaviors.

We can provide training and development opportunities for individuals and teams to build their cross-functional collaboration skills and help them understand the benefits of working together towards common goals.

How can Leadership In Focus help your team deal with Dividor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Dividor:

Tough Talk

Boundaries that Work

Strategic Leader

Power of Priorities

Confident Culture

Power of the Pack Leader Coach

Super Hero Strengths

Innovate to Great

Blockor

Who is Blockor?

Blocker is the Problem Monster that appears when a leader stands in the way of an employee's growth and development within the organization. Blocker may also interfere with projects and fail to provide necessary support to employees. This can create a frustrating and demotivating environment for employees who feel that their progress is being impeded.

But why does Blockor appear in the first place?

Typically, there are 5 main reasons:

A lack of trust in their team members’ abilities may lead Blockor to interfere with projects or hold back promotions.

Fear of failure or making mistakes can cause Blockor to be overly cautious and prevent progress.

Blockor's desire to maintain control and power may lead them to block new initiatives or projects.

Blockor may not understand the purpose or value of an activity or initiative, leading them to block it.

Personal biases or conflicts of interest may cause Blockor to interfere with or block certain actions or decisions.

How do we Challenge the Blockor Problem Monster?

We need to address the root cause of the behavior. We need to understand if it is related to trust, failure, desire for control, or other reasons. Once we have a handle on the root cause we can address it more effectively. We need to communicate clearly with the blocker and help them see the impact of their behavior on the organization. We need to help them see that by blocking others they are harming relationships and the organization. We need to provide them with specific feedback on when they blocked others and what the consequences are. Provide feedback so that they know how the situation could have been handled differently.

We need to help the blocker develop trust with their team members.They need to be encouraged to delegate and empower their team members and let them take ownership of their work.

We need to provide the blocker with coaching and mentorship to further develop their leadership skills and emotional intelligence. We need them to become more self-aware.

We need to hold them accountable for their behaviour and make it clear that blocking is not acceptable and that there are consequences if they do not change.

How can Leadership In Focus help your team deal with Blockor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Blockor:

Tough Talk Boundaries that Work

Change is Coming

Power of Priorities

Confident Culture

Power of the Pack Leader Coach

Super Hero Strengths Communicate with Confidence

Who is Indecidor?

Indecidor is the Problem Monster when a leader who struggles to make decisions, often causing delays and frustration for their team. They may constantly seek more information or analysis before making a decision, or avoid making a decision altogether, hoping someone else will do it for them. As a result, progress can grind to a halt, and important opportunities can be missed.

But why does Indecidor appear in the first place?

Typically, there are 5 main reasons:

Insufficient information may be a factor in their indecisiveness. Due to a lack of necessary information, they may be unsure of the potential outcomes and the uncertainty could make them hesitant to make a choice. A fear of failure could also contribute to their indecisiveness. Some leaders may be afraid of making the wrong decision and the potential consequences that could follow. They may avoid decisions or become overly cautious in the decision-making process.

Struggling with perfectionism could be another reason. Perhaps they feel that they must make the perfect decision every time. As a result, they may spend too much time analyzing options looking for the "right" answer. They may lack confidence in their ability to make decisions. They may feel out of their depth or unsure of themselves, worrying that if they make a mistake, they will be judged by others.

The OverThinkor monster could also be a factor, as they analyze too many outcomes and consider every possible contingency, leading to decision paralysis.

How do we Challenge the Indecidor Problem Monster?

We can encourage the leader to seek input from others. Indecision can often stem from a lack of confidence or fear of making a mistake. Encouraging the leader to seek input from team members and stakeholders can help them feel more supported and confident in making a decision.

We should establish clear timelines and deadlines for decisions which can help prevent the leader from becoming stuck in analysis paralysis. This can also help them prioritize decisions based on urgency and importance. We can work with the leader to identify clear decision-making criteria can help them feel more confident in their choices. This can also streamline the decision-making process by focusing on the most important factors. We can provide the leader with training or coaching in decision-making can help them develop the skills and confidence needed to make decisions more efficiently.

We can emphasize a culture of experimentation and learning from mistakes can help the leader feel more comfortable making decisions and taking risks. This can also foster a culture of continuous improvement and innovation.

How can Leadership In Focus help your team deal with Indecidor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Indecidor:

Tough Talk Change is Coming

Power of Priorities

Power of the Pack Leader Coach

Innovate to Great Belief Makeover Strategic Leader

Who is Limelightor?

Meet LimeLightor - this Problem Monster is a charmer who never fails to impress and entertain everyone around them. They are likable, friendly, funny, and charismatic, and often become the center of attention in any group or situation. While this can be an asset, LimeLightor's behavior can also be a double-edged sword. If left unchecked, their tendency to always be "on" can be a distraction and potentially hinder their professional growth if they're not perceived as serious.

But why does LimeLightor appear in the first place?

Typically, there are 5 main reasons:

Limelightor may feel the need to constantly seek validation from others, which can manifest in an overly charismatic and attention-seeking personality.

Limelightor may not be aware of how their behavior is perceived by others and how it may be limiting their growth potential.

Limelightor may have a fear of being overlooked or forgotten, leading them to constantly seek attention and be the center of attention.

Limelightor may use their charisma and likability as a way to control situations and influence others, which can become a problem when they are not willing to listen to others or consider different perspectives.

Limelightor may use their personality and humor to compensate for other areas where they feel inadequate or lack confidence.

How do we Challenge the Limelightor Problem Monster?

We can encourage Limelightor to develop their listening skills and focus on understanding others rather than always seeking attention for themselves.

We should recognize and reward those who demonstrate consistent and meaningful contributions to the organization rather than those who simply seek attention.

We can encourage Limelightor to focus on the impact and outcomes of their work rather than on how they appear or are

perceived

by others. We must provide constructive feedback to Limelightor to help them understand the potential negative effects of their behavior and how it may be perceived by others.

We can provide development opportunities for Limelightor to improve their skills and knowledge in areas that are critical to the organization's success.

We should promote a culture that values collaboration, teamwork, and inclusiveness, rather than individualism and self-promotion. We must hold everyone accountable, including Limelightor, to the organization's values and behaviors that contribute to its success.

How can Leadership In Focus help your team deal with LimeLightor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle LimeLightor:

Tough Talk

Power of the Pack Leader Coach

Belief Makeover

Boundaries that Work

Confident Culture

Super Hero Strengths

Talent Agents

Who is Confusor?

Confusor is the Problem Monster that arises when there is a lack of clear communication and direction from leadership. Without clear guidance, team members are left to interpret their tasks and responsibilities, resulting in misalignment, frustration, and chaos throughout the organization.

But why does Confusor appear in the first place? Typically, there are 5 main reasons:

Poor communication from the leadership team can create confusion among team members. This may happen when the leadership team has not aligned on priorities, resulting in conflicting messages and unclear direction.

Lack of focused communication on priorities can also contribute to Confusor's appearance. When the leadership team communicates too many priorities or fails to clearly communicate the most important ones, team members may struggle to prioritize their work and make progress on the most critical tasks.

Inadequate frequency of communication can be another factor. When the leadership team does not communicate frequently enough, team members may be left in the dark about changes in priorities or goals, leading to confusion and frustration.

Poor communication skills among leaders may also be a reason. When leaders lack effective communication skills, they may not be able to clearly articulate goals or expectations, resulting in confusion among team members.

Lack of transparency in decision-making can also lead to Confusor's appearance. When team members are not included in decision-making processes or do not understand why certain decisions were made, they may feel disconnected from the organization's goals and unsure of how to contribute to them.

How do we Challenge the Confusor Problem Monster?

We can challenge Confusor by establishing clear and focused priorities for the organization, and ensuring that these priorities are communicated effectively to all team members.

We should regularly review our communication processes and tools to ensure that they are effective and being used to their fullest potential. This may involve implementing new tools or strategies to improve communication and alignment. We must encourage and promote a culture of transparency and open communication, where team members feel comfortable asking questions and seeking clarification when they are unsure about something. This can help to reduce confusion and misinterpretation, and promote a more collaborative and productive work environment.

How can Leadership In Focus help

your team

deal

with Confusor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Confusor:

Strategic Leader

Power of Priorities

Communicate with Confidence

Confident Culture

Power of the Pack Change is Coming

Instigator

Who is Instigator?

The Instigator Problem Monster appears when a team member intentionally creates conflict. This person may label themselves as a "devil's advocate" or claim to be "challenging the status quo," but their behavior often leads to unnecessary conflicts. They may do this for attention-seeking purposes or out of a desire to control situations. This can create a toxic work environment and negatively impact team morale and productivity.

But why does Instigator appear in the first place?

Typically, there are 4 main reasons:

The desire for attention or a feeling of importance can drive a person to become an Instigator.

An individual may use conflict to assert their dominance in situations.

Some people may believe that creating conflict is necessary to achieve their desired outcomes or goals.

Instigator behavior can stem from insecurity or a lack of trust in others.

How do we Challenge the Instigator Problem Monster?

We must engage in candid conversations with the Instigator to help them understand how their behavior is impacting the team.

We should set clear expectations about what behavior is acceptable and what is not, as well as when it is appropriate to create healthy conflict. We can coach the Instigator by reinforcing positive behaviors and providing feedback when inappropriate behavior occurs.

We must establish consequences if the Instigator continues to behave inappropriately to ensure accountability.

Instigator

How

can Leadership In Focus help

your team deal with Instigator?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle Instigator:

Tough Talk Belief Makeover Communicating with Confidence Power of the Pack Confident Culture Leader Coach

Who is Overpromisor?

The OverPromisor is a troublesome Problem Monster that emerges when leaders make promises they can't keep. This monster can create disappointment, frustration, and mistrust within teams and stakeholders, hindering progress and damaging relationships.

But why does OverThinkor appear in the first place?

Typically, there are 4 main reasons:

Sometimes leaders may make promises they cannot keep because they want to please their team or other stakeholders. This can lead to unrealistic expectations and disappointment when the promises are not fulfilled. A leader may make promises without fully understanding the requirements or limitations of the task at hand. This can lead to overcommitment and under-delivery, damaging the leader's credibility.

In some cases, leaders may feel pressure to meet targets or deadlines and may promise more than they can deliver to appear proactive or productive. Overpromising can also stem from a leader's overconfidence in their abilities or the abilities of their team. They may underestimate the challenges or complexities involved in a project and promise unrealistic outcomes.

How do we Challenge the OverPromisor Problem Monster?

We need to set realistic expectations. Before making promises, take the time to fully understand the situation and what can realistically be accomplished. It's better to underpromise and overdeliver than the other way around.

We need to communicate clearly and honestly. Be transparent about what you can and cannot deliver, and keep stakeholders informed of any changes or setbacks.

We need to prioritize and manage our workload. Make sure you have the resources and capacity to fulfill the promises you make, and avoid taking on more than you can handle.

We need to learn from our mistakes. If you do find yourself overpromising, take responsibility and work to make things right. Use the experience to improve your decision-making and avoid making the same mistake in the future.

How can Leadership In Focus help your team deal with OverPromisor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle OverPromisor:

Power of Priorities Manage the Mess Boundaries that Work Building Resilience

Who is Prokrastinator?

Prokrastinator is the Problem Monster that emerges when we delay or postpone important tasks or decisions, causing us stress, anxiety, and missed opportunities. This problem monster is a common challenge for many people and organizations, and can significantly hinder productivity, growth, and success.

But why does Prokrastinator appear in the first place?

Typically, there are 4 main reasons:

Procrastination can be a way to avoid the risk of failure. By delaying action, the individual can avoid the potential negative outcomes of their actions and protect their ego from damage.

A leader may procrastinate because they are not sure what they need to do or how to do it. Without a clear understanding of the task at hand, it can be difficult to make progress.

If the task at hand is not seen as important or meaningful, it can be difficult to find the motivation to begin and complete it. This can lead to procrastination as the individual avoids the task in favor of more appealing or rewarding activities.

A desire to do things perfectly or fear of making mistakes can lead to procrastination. The individual may delay action because they feel that they are not yet ready or that the task is not yet perfect.

How do we Challenge the Prokrastinator Problem Monster?

We need to break tasks into smaller, manageable pieces. Sometimes the sheer size of a task can be overwhelming and lead to procrastination. By breaking it down into smaller, more achievable pieces, the task becomes less daunting and easier to start.

We need to create a schedule or deadline. Setting a specific time frame or deadline for a task can create a sense of urgency and motivation to get started. It can also help to create a schedule or to-do list to organize tasks and stay on track.

We need to eliminate distractions. Prokrastinator can be fueled by distractions, such as social media, TV, or a messy work environment. By eliminating or minimizing these distractions, it becomes easier to focus on the task at hand.

We need to hold ourselves accountable. It can be helpful to have someone hold you accountable for completing a task or reaching a goal. This can be a friend, coworker, or coach who checks in on your progress and provides encouragement and support.

How can Leadership

In

Focus help your team deal with OverPromisor?

In our Problem Monsters workshops provide custom modules that equip your leaders with the skills they need to tackle OverPromisor:

Power of Priorities

Manage the Mess Boundaries that Work Building Resilience