tag:blogger.com,1999:blog-1568930080716435979.post2147120332675278909..comments2012-07-02T09:19:31.358-07:00Comments on Bauhs' Blog: Week 3 of CED 565cmbauhshttp://www.blogger.com/profile/15156214040659071504noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-1568930080716435979.post-34097539180196660222012-04-08T14:16:24.294-07:002012-04-08T14:16:24.294-07:00When looking to deal with a "weakest link&quo...When looking to deal with a "weakest link" in an organization, attempt to have them in a position where their skills are least glaring. If this is not possible, in an "at will" workplace there might need to be a change made. If this is in a unionized position, then maybe they need to be moved to a position where they will not negatively effect the whole organization. In some cases, the Peter Principle can't be avoided and other measures need to be taken.Mike Gielowhttps://www.blogger.com/profile/16916014397410358378noreply@blogger.comtag:blogger.com,1999:blog-1568930080716435979.post-14687545229766418602012-04-03T18:58:40.823-07:002012-04-03T18:58:40.823-07:00I like your take on the systems thinking video. T...I like your take on the systems thinking video. To try and answer your question, the group should evaluate the impact that the weakest member has on the performance of the system as a whole. Then you can figure out what the biggest impact areas are, and come up with a way to improve that area. The key is to not just look at the individuals.John Lyonshttps://www.blogger.com/profile/10880321222399406383noreply@blogger.com