When I train folks I frequently am asked about poor performance issues or handling performance-based challenges. Leaders capable of changing the focus from excuses and rationalization to removing the roadblocks that inhibit great performance should be held out as role models.

Here are some questions you can ask when you hear someone rationalizing inferior performance:

1. Instead of asking why someone has not met a goal, ask what they are doing to get there.

2. Ask, “Do you need help?”

3. Ask, “What stands in your way?”

And here are six questions leaders must ask themselves in terms of performance:

1. Are you tolerant of excuses?

2. Is there clear ownership of objectives?

3. Are you focusing on what’s most important - the significant few - or the important many?

4. Is compensation tied to results or activity?

5. Have you established the systems and culture to support your people in attaining their goals?

6. Are you hiring people who are smarter than you, who can evaluate situations and offer wisdom and experience to narrow the performance gap and acclerate the attainment of objectives?

The goal as a leader and employee is to deliver on results not activity.