- Business Solutions – Overwhelmed and Frustrated

Business Solutions - Overwhelmed and Frustrated  


By: Bruce Snell


Common Problem: My organization is experiencing growth that I have worked very hard to develop. My challenge is that I am getting overwhelmed and frustrated with my employees. At times it seems that I am working more hours and listing to my employees grumble.


Solution: Most people work so hard on growing the organization, “to get it up and running”, that they spend almost no time on developing the systems to achieve this. They become not only overwhelmed with the existing way of doing business, but with the desired and achieved growth.

These systems need to be MPSM©… Managed, Planned, Scheduled and Monitored.

Your frustration and longer hours are due to the 4 barriers to quality. There comes a time when you have to delegate responsibility, or your growth and stability becomes directly limited to your stamina and not your organizations. As time goes on your communication becomes less frequent, no written procedure and a hit and miss training effort. Fear creeps in as the organization becomes disconnected from your expertise. Everyone is trying to do what they think you want them to do. This dysfunction is frustrating to all, and all feel powerless.

In summary, get the employees involved; supply them with personal, process and professional development skills to help define your organization. This in itself will improve your existing business and bottom line and will also create a platform for your growth.


Bruce Snell is a business consultant now based in Columbia, South Carolina. His company, BSG International, has worked with businesses globally for the last ten years. For more information, visit www.BSG-International.com



- Business Solutions - Accountability

 Business Solutions - Holding Accountable


By: Bruce Snell


Common Problem: In our department, we have a co-worker that is always avoiding work and has a very negative attitude. To make matters worse, our boss is deceived and believes this employee to be a “team player.” We have become discouraged and disheartened.


Solution: The negative/multiplicative employee flourishes in departments or organizations that have informal systems or processes, so we need to develop procedures for the system involved. With informal systems there is no accountability and this person has learned to mutilate the lack of formal systems to his benefit. He has learned to “play the game” while deceiving the boss.

Your boss probably doesn’t realize the scope of the damage created by this employee’s attitude and/or he is avoiding the conflict. This lack of accountability and increased conflict will soon take its toll on your department. The bad employee just keeps sowing the spirit of deception while others take up the slack and soon become burned out. The good employee will either shut-down with a “just let me do my job” attitude or leave the organization entirely.

This is no way to build an organization.

In summary; develop written procedures for the system/process with your co-workers and your boss. This type of accountability is welcomed by co-workers, management and the organization as a whole.


Bruce Snell is a business consultant now based in Columbia, South Carolina. His company, BSG International, has worked with businesses globally for the last fifteen years. For more information, visit






-The 4 Barriers To Quality© Survey


Please Print and Complete







Directions: Write down the number that best describes your employer’s present behavior in relation to the following statements:


1. Your interaction with your boss or department.      2. The overall condition of the employer


(5) Always       (4) Usually      (3) Fairly often           (2) Occasionally          (1) Rarely       (0) Never


Please turn in to:












1) Boss or department


2) Employer


My department/employer attacks the problem not the messenger.









I feel free to resolve problems on the spot.









I feel comfortable in speaking up when being asked a question.









My department/employer has a real “open door policy”.









During meetings, there is no fear of speaking up.









Most of our communications are in written form.









I helped write the procedures for my job.









My job procedures are in written form.









My jobs procedures are updated regularly.









My department/employer has ongoing training programs.









I have input on what training is needed.









Our department/employer has a training budget and schedule.



























If your score falls between

48-60 Congratulations!!! Your employer has broken through The 4 Barriers To Quality©

24-47 You’re close: Pick up the training

0-23 Don’t worry. You can still formalize your training program.












Job Title


Not sure?








Are you management? (Please circle one)   1.Yes              2.No                3.Not Sure.

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