Brian's work was exceptional. Still, as his boss, I rarely offered him additional responsibilities, never thought of promoting him or selecting him for a critical project. Why? His whine factor got in
way. He was quick to complain to anyone who'd listen how much work was on his plate, or how hard or how late he worked. His whine factor was a protective shield that insured he didn't get more work to do. But, it also shielded him from getting opportunity filled assignments, more interesting work, and highest pay raises.
Stephanie was a different story. She was masterful at weaving vivid details with a precision that explained exactly why expected outcome didn't happen. This week it centered on a miscommunication, last week it was delayed delivery, or reduced advertising, an incompetent supplier or a staff illness. Every story was accurate; every reason plausible; every explanation justifiable; always a good reason why she couldn't deliver promised quality, precision or timeliness.
As her boss, it took me time to realize that Stephanie's accountability decreased each time her whine factor increased. As she became more entrenched in offering reasons why something didn't happen, she became less personally involved in actual results.
