Came here to post this. The article promotes the dangerous idea that people should be free to blame Ted in a meeting. This is dangerous because we don't know Te

Came here to post this. The article promotes the dangerous idea that people should be free to blame Ted in a meeting. This is dangerous because we don't know Ted, we don't know the other people, we don't know the CEO and we don't know how they'll all react. I've worked with people who see saving face as the most important thing and apportioning blame to them in public was the worst possible thing you could do. Making it about the problems Ted's having rather than Ted helps people focus on an inclusive solution rather than making people worry about being attacked. Of course if Ted's genuinely not pulling his weight or is out of his depth, then it's absolutely right to talk to him in private about this and absolutely wrong to air this in a meeting in front of others. At the end of the day as employers we should seek to help our staff get the very most out of what they do in the most positive working environment possible. Anything else makes for unhappy and unproductive staff.