Observations & Inferences

Observation vs Inference Checker — Embed Widget

Observation vs Inference Checker

Flags interpretive language and helps rewrite it as observable facts.

Tip: add time, place, counts, quotes to strengthen observations.

Embed anywhere: paste this whole file into a Squarespace Code block or upload it and use an <iframe>. No external libraries required.

Deciding to Act or Not

Performance Issue Helper

Performance Issue Helper

Answer a few quick questions. Get a practical recommendation you can act on.
What’s happening?
Tick anything that applies.
e.g., frequent tension, avoidant behaviour in teammates
missed deadlines, derailed priorities
creates rework, slows the team
tone, language, exclusionary behaviour
attendance, confidentiality, compliance
physical, psychological, or data security
Context
Notes (optional)
© Performance Issue Helper • Designed for plain‑language use
Reset

Diagnosing Cause of Performance Issue

Performance Issue Helper

Performance Issue Helper

Decide when and how to raise a performance issue—and what kind of gap it might be.
What’s happening?
Need help diagnosing the cause? (Skill vs Knowledge vs Attitude)
Use these questions to explore whether the issue stems from skill, knowledge, attitude—or the system itself.

🧠 Knowledge Gaps

  • Have expectations been stated clearly?
  • Do they understand why the standard matters?
  • Have they had proper training or examples?
  • Do they know what “good” looks like?
If yes → Provide coaching, resources, or examples to clarify expectations.

🛠 Skill Gaps

  • Have they had enough practice or feedback?
  • Do errors appear under pressure or complexity?
  • Is their performance improving with repetition?
If yes → Offer practice, mentoring, or demonstration opportunities.

❤️ Attitude / Motivation Gaps

  • Do they perform only when observed?
  • Have they expressed disagreement with goals?
  • Do they resist feedback or show negativity?
If yes → Explore root causes privately; align on values and consequences.

📦 Context / System Gaps

  • Are tools or processes blocking success?
  • Are goals realistic given workload?
  • Are there conflicting priorities?
If yes → Fix environmental or leadership issues before addressing individuals.