Commission and Omission

Two central questions to improve the workplace: What's being done that needs to be stopped? What's not being done that needs to happen?

It can be a close race as to which area causes the most problems but I'd usually give that dubious award to the first one. The doing of things that inadvertently harm the organization can be harder to ferret out whereas the omission of action is often addressed via frequent exhortations to do more. [Of course, doing more does not mean doing better.] It can be a very gutsy decision to stop doing an activity that has gone on for years and has been largely unquestioned. Along with rewarding people for programs initiated, we need to recognize those who've gotten us out of activities of dubious merit.