We regularly encounter people whose actions signal they do not know How to do work-tasks.

Sometimes, they actually say, “I don’t know how.”

Sometimes, they provide explanations…saying they erred or blaming other people or processes or situations.

Sometimes, they say nothing...hoping the discussion will disappear.

While I know Constructive Criticism is an Oxymoron, I also understand it is important to do some exploration in order to know ‘Why’ people don’t know ‘How’.

If we don't know 'Why' people don't know 'How' then how can we help them improve their performance at work?

And, it is more important that the person knows 'Why' he or she does not know 'How'. If the person does not know the 'Why' then how will that person ever self-improve...and develop and grow skills?

Taking it personally...for me, it is important that I know Why I don’t know How to do work-tasks.

It seems to me, when I don’t know How to do work-tasks, the reasons can be summed up as follows:

• I have not had the opportunity to learn how....it's a New Thing.
• I have had the opportunity to learn how, but have chosen not to learn how. For example, I have never taken a computer course. So, other people perform have alwyas performed this work at my businesses. 
• I have had the opportunity to learn how, but I have been unwilling to do so. For example, I have taken accounting courses and have chosen to seek the help of others to perform accounting work.
• I have had the opportunity to learn how, but I have been able to do so. For example, I have not become a physicist. So, none of my businesses do theoretical physics work-tasks [or rocket science].

Another way to look at it - some work-tasks are:

• below me - delegated
• above me - performed by more-skilled people 
• beside me - performed by peers in other functional areas/departments