Whenever sales was stalled and hard, I would sometimes stop and look at who I am dealing with that is new since I was last doing well. Usually I realise this is at least one trouble source that is affecting me in a small or big way and when I deal with them appropriately, miraculously sales flows increase. Some of these troublesome folks are easy to spot but they can also be very hard to detect, so here some useful tips to help you:



Some trouble sources are not easily spotted immediately because their destructive actions get diffused by the constructive actions of the majority of hard-working people. They also don’t always show their true colours at the outset. They may even do some things that are somewhat helpful in the beginning. However, there is a common thread of similarities of all the trouble sources I have experienced over the years – that the departments they operate in don’t really expand. There will be a trouble source when you have an area within an organisation that does not seem to expand in people or production.


These people end up causing minor or major chaos and disorganisation in workplaces. Some outwardly defend their position and are very vocal about their position and how others are wrong but never them. The harder ones to detect are those who cause the internal chaos and disorder underhandedly and are harder to detect as the true trouble sources. It’s never things that cause problems; it’s always people. Just as social people resolve problems, what it really comes down to is a total lack of responsibility. They have dwindled down to the point of an inability to be responsible for anyone or anything. The trouble with most social people is their inability to consider the evilness of a small minority of the workforce. Social people want others to do well. Anti-social people do not want others to do well; they only can do things that they think will help themselves survive better – very selfish.


The skill of a good manager is in the training of his or her staff and measuring each person’s production. Figuring out what each person needs to produce and in what quantities, how to learn the skills required to deliver such products with high morale. Rewarding and caring for the productive staff is the job of the executives and managers. This makes it easier to detect the real trouble sources within the organisation quickly as they will do all they can to prevent people from getting good at what they do.

This blog is not an invitation to go on a witch hunt. It is just an effort to point out that when you have implemented a lot of organisation and have improved marketing, financial management and made things more efficient, BUT, little expansion is occurring, you know you will have someone in the ranks with their handbrake on.


  • Who is talking negatively to others?
  • Who is saying things such as “it can’t be done,” “no one can do it,” etc.?
  • Who is critical of others?
  • Who is producing very little?
  • Whose actual production seems hard to monitor?

Business expansion is not that difficult with a great team. When it seems to be hard to expand, ask the above questions, and it may open the door to resolving the hardship.

Let me know if this was helpful.