coworker setting me up to fail
When expanded it provides a list of search options that will switch the search inputs to match the current selection. General Discussion Like a co-worker or supervisor who treated you poorly and you noticed they were working on a project but were doing it incorrectly and you just went about your day without saying anything even though you knew they would face repercussions? He also recommends contacting a lawyer immediately. But underlying the syndrome are several assumptions about weaker performers that bosses appear to accept uniformly. His future involvement might then have decreased in such a way that could have been jointly agreed on at that stage. Think many people have worked in an environment where "leaders" are actually NOT leaders because they simply don't have the capacity themselves. This is a fantastic article. Maybe the subordinate has been paying less attention to a particular dimension of his work because he does not realize its importance to the boss. This component of the discussion also needs to make explicit the assumptions that the boss and the subordinate have thus far been making about each others intentions. The session should not be billed as feedback, because such terms may suggest baggage from the past. If you've done all you can to improve your relationship with your boss and they continue to set you up to fail, it is time to ask HR for help. Did these qualifications evaporate all of a sudden? From the subordinates point of view, however, such involvement by the boss is more likely to be accepted, and possibly even welcomed, if the goal is to help the subordinate develop and improve over time. That is, we believe that they do try hard to disguise their intentions. You still dont have the authority to fire her yourself, and theres no policy or procedure in the office to guide you through taking disciplinary action either. Early guidance is not threatening to subordinates, because it is not triggered by performance shortcomings; it is systematic and meant to help set the conditions for future success. Why Does My Coworker Compete With Me - Get In Touch With The Boss He will take the necessary steps to stop this unhealthy behavior in the workplace. Most claims fall into one, or a few of the following categories. Here are four signs you may be dealing with that situation. Some of them preferred to label this approach as supportive and helpful. Many of them also acknowledged thatalthough they tried not tothey tended to become impatient with weaker performers more easily than with stronger performers. Furthermore, even if the subordinate achieves better results, it may take some time for them to register with the boss because of his selective observation and recall. First, he advises documenting every verbal conversation you have with someone whom you think is out to get you. This improved understanding leads the boss and the subordinate to explore together how they can develop a better fit between the job and the subordinates strengths and weaknesses. In those cases, however, the intervention still yields indirect benefits because, even if termination follows, other employees within the company are less likely to feel expendable or betrayed when they see that the subordinate received fair treatment. If something sounds too good to be true, it probably is. Youre told "just get it done!". The setup-to-fail syndrome is put into motion when the manager begins to worry that the employee's performance is not up to par. In the case of Steve and Jeff, for instance, an exhaustive sorting of the evidence might have led to an agreement that Steves underperformance was not universal but instead largely confined to the quality of the reports he submitted (or failed to submit). What bosses do not realize is that their tight controls end up hurting subordinates performance by undermining their motivation. Unfortunately most of places are like this. I would love to have a larger discussion about this. to put something together; to erect something. my insecure coworker keeps spying on me and trying to one-up me by Alison Green on September 10, 2015 A reader writes: My former boss was all about giving orders, and when she did ask for my feedback on a project, she usually took credit for my ideas. If you don't get more feedback, you've been set-up-to-fail, not to succeed. Non-toxic organizations clearly communicate the following: Companies that effectively communicate internally set clear boundaries for employees. Or, even more deviously, they may set up an elaborate scenario that prepares their victims for failure. When all else fails, ask human resources to facilitate mediation. Sometimes, of course, the answer is yes. Could he have a point? Do you feel like you cant trust anyone? Either way, youve taken a huge risk. In fact, its oftenpart of their job descriptions. That improved fit can be achieved by significantly modifying the subordinates existing job or by transferring the subordinate to another job within the company. There are two obvious costs of the set-up-to-fail syndrome: the emotional cost paid by the subordinate and the organizational cost associated with the companys failure to get the best out of an employee. Not always so easy because looking for a new opportunity can take attention away from your current position. You've tried everything to get the input. Look for confidence, clarity, and enthusiasm from the interviewer. Constructive or unfair dismissal Discrimination or Harassment Unlawful deductions from wages The boss must also use affirming language when asking the subordinate to meet with him. I understand the idea behind the plan that management has hatched but it's a terrible one. Reversing it requires managers to challenge their own assumptions. Your manager is absolutely setting you up for failure. Thats the good news. 2. Anticipating that they will be personally blamed for failures, they seek to find excuses early. In some casesas in the case of Steve, the manufacturing supervisor described earlierthis defensiveness can lead to noncompliance or even systematic opposition to the bosss views. It can be unwound. That is not all bad. The write ups escalate. First, uneasy relationships with perceived low performers often sap the bosss emotional and physical energy. I do now., Finally, shutting down can mean becoming defensive. The boss-subordinate relationship for this group is one of mutual trust and reciprocal influence. Check yourself for the following feelings: Look around for people doing the following (especially people in power): When job descriptions and objectives are unclear, it's tough to determine who's responsible forwhat, and how to prioritize. Members of the in-group are considered the trusted collaborators and therefore receive more autonomy, feedback, and expressions of confidence from their bosses. Without this, you will fail no matter how good you are. For example, when feeling frustrated about a subordinates performance, they ask themselves, What are the facts? They examine whether they are expecting things from the employee that have not been articulated, and they try to be objective about how often and to what extent the employee has really failed. Tight controls are an indication that the boss assumes the subordinate cant perform well without strict guidelines. Be reliable. A huge percentage of companies are looking to hire people exactly like you but many of them could unintentionally set you up for failure. Talk to Your Employer. Their tardiness and below-average quality annoyed Jeff, who began to suspect that Steve was not a particularly proactive manager. If you dont get more feedback, youve been set-up-to-fail, not to succeed. Here are things any employee should look for, to see whether they are being set up to be terminated: Your boss starts expressing unhappiness with you . Subordinates can break out of it, but we have found that to be rare. Set yourself up for success. Learn more in our Cookie Policy. Rather than thank you for demonstrating loyalty and a can-do attitude (after all, you could have just quietly looked for another job, and quit), your boss gets defensive. Setting me up to fail. And if I still believe Im right, how can I help the subordinate see things more clearly? The sadistic boyfriend sabotages his girlfriend's graduation by breaking up with her the day before, effectively tarnishing a celebration of her accomplishments that she's been looking forward to for months. If they dont prioritize clear internal communication, and formal boundaries between the personal and professional early on, the very things that make them lean and nimble as a startup, will make them toxic as they grow. I don't mean at a nuclear waste dump, I mean at an office where you feel like you're constantly walking on eggshells. No one seems to know about Other people believe is their project or decision Everyone treats as low priority When there are major hidden obstacles on the runway, people telling you the runway is theirs and you're not allowed, or there's no runway at all, your manager is setting you up to fail. The business owners set a bank up in the small town. In the second-best scenario, the subordinates performance improves only marginally, but because the subordinate received an honest and open hearing from the boss, the relationship between the two becomes more productive. Does my behavior toward you make things worse for you? he might ask, or, What am I doing that is leading you to feel that I am putting too much pressure on you?. Management may see your attention-hungry coworker as the ultimate go-getter, the leader of the pack, and a "can-do kinda person." The . Create a toxic workplace Force you to quit your job Reprise against you Demote you Discriminate against you Take money from your paycheque Cut your pay Fail to pay you Harass you Not pay you severance if you are terminated Create a toxic workplace Your boss can't create or allow a toxic workplace. As a general rule, the first step in solving a problem is recognizing that one exists. By and large, however, managers are aware of the controlling nature of their behavior toward perceived weaker performers. One year after excitedly taking on the new production line, Steve was so dispirited he was thinking of quitting. We have observed outcomes that can be clustered into three categories. See also: set, up. Remembering the several times she turned you away herself, youre left shaking your head wondering what she expected? You have little to no familiarity with your team members, so you've reviewed previous performance reviews to get a sense of what you can expect from each of your new direct reports. Perhaps blamed is too strong a word, but it is directionally correct. The subordinate must consistently deliver such superior results that the boss is forced to change the employee from out-group to in-group statusa phenomenon made difficult by the context in which these subordinates operate. You try one last time to approach your manager. If it sounds like its an afterthought, beware. Initially, I thought he was a very hard worker. The next step toward cracking the syndrome, however, is more difficult: it requires a carefully planned and structured intervention that takes the form of one (or several) candid conversations meant to bring to the surface and untangle the unhealthy dynamics that define the boss and the subordinates relationship. Frequent contact in the beginning of the relationship gives the boss ample opportunity to communicate with subordinates about priorities, performance measures, time allocation, and even expectations of the type and frequency of communication. Managers, for instance, use categorical thinking to figure out quickly who should get what tasks. His boss expressed great confidence in him and gave him an excellent performance rating. Your coworkers want to know they can trust you to complete assignments, offer support, and provide assistance during tough times. No one appreciates hard/smart talented workers. When the subordinate senses these low expectations, it can undermine his self-confidence. You can also use what you learn hereincluding what questions to ask prospective employersto avoid ending up in yet another toxic work-dump! A University at Buffalo School of Management study found . We believe, however, that this higher emotional involvement is the key to getting subordinates to work to their full potential. Was the situation always as bad as it is now? Set up to fail: How to do know if your boss does this to you You've stepped into a new role as a manager of a team. Most subordinates can accept temporary involvement that is meant to decrease as their performance improves. The set-up-to-fail syndrome can be unwound. A version of this article appeared in the, The Set-Up-to-Fail Syndrome: How Good Managers Cause Great People to Fail, ALIEN Thinking: The Unconventional Path to Breakthrough Ideas. This time, because youve fallen into the gaping void your companys internal communication ought to fill. Knowing peoples strengths and guiding them to the best version of themselves is the key to everyone's success. When they have to manage their own employees, they frequently replicate the behavior that their bosses show to them. Adding to the confusion is the fact that he hired her, and you have no authority to discipline her. You can be very successful at one company and be the best in your profession and fail miserably at the next company. It describes a dynamic in which employees perceived to be mediocre or weak performers live down to the low expectations their managers have for them. The employee, in turn, senses this shift and starts to lose confidence in their work. In his new job, Steve reported to Jeff, who had just been promoted to a senior management position at the plant. The initial impetus can be performance related, such as when an employee loses a client, undershoots a target, or misses a deadline. Joe Biden Was Set Up to Fail. When you find out your colleague is making more with essentially the same job: Start doing your research. In this variation of the "Success to the Successful" structure, by closely monitoring Employee A's work, his manager undermines his sense of self-confidence, which eventually erodes his actual performance. Yourmanager could have helped you succeed, and chose not to. Rather than arguing with him, Ive ended up wanting to say, Come on, just tell me what you want me to do, and Ill go do it. You become a robot. Another perceived weak performer explained, When my boss tells me to do something, I just do it mechanically., Shutting down also involves disengaging personallyessentially reducing contact with the boss. Subordinates sometimes make it extremely difficult for their bosses to be good leaders. Without clarity in these areas, all the company can do is react when theres a problem. Youve been set up to fail again. You're setting me up to fail. (See Fair Process: Managing in the Knowledge Economy, by W. Chan Kim and Rene Mauborgne, HBR JulyAugust 1997.). The manager increases the time and attention he focuses on the employee. In the worst-case scenario, overburdening strong performers can lead to burnout. 1. It is not surprising that on the basis of these assumptions, bosses tend to treat weaker and stronger performers very differently. People without boundaries respond automatically to the anger of others. So it is with the people who are in the bosss out-group. Control Your Tone of Voice. For the same reason that we tend to typecast our family, friends, and acquaintances: it makes life easier. There is great power. And fewif anyemployees desire to do poorly on the job. The set-up-to-fail syndrome is not an organizational fait accompli. The manager who has that authority introduces you and your project toherpeers, then disappears. As he explained, A team is like a functioning organism. Whenyou don't, your performance isdeemed "unsatisfactory.". You feel very strongly that your employer did you wrong. In today's job market, the prospect of looking for a new job when you have one alreadyisn't appealing. What is the hard evidence I have for that belief? Or perhaps the boss and the employee dont really get along on a personal basisseveral studies have indeed shown that compatibility between boss and subordinate, based on similarity of attitudes, values, or social characteristics, can have a significant impact on a bosss impressions. And in setting goals so high that they are bound to fail, the subordinates also come across as having had very poor judgment in the first place. It is also critical in the intervention that the boss bring up the subject of his own behavior toward the subordinate and how this affects the subordinates performance. What bosses typically do not realize is that their tight controls end up hurting subordinates performance by undermining their motivation in two ways: first, by depriving subordinates of autonomy on the job and, second, by making them feel undervalued. The subordinate, after all, isnt contributing his ideas or energy to the organization. That's according to Courtney Hamilton and Taylor. The set-up-to-fail syndrome is not restricted to incompetent bosses. 10 Common Examples of Gaslighting by a Boss or Colleague at Work: 1. As one subordinate put it, My boss tells me how to execute every detail. chart, Roles and responsibilities (including detailed job descriptions), Regulatory compliance and liability issues. If the Pygmalion effect describes the dynamic in which an individual lives up to great expectations, the set-up-to-fail syndrome explains the opposite. Put on your neutral-observer hat and share your feelings without accusation or blame - pretend you are an objective news reporter and attempt to explain both sides. You can update your choices at any time in your settings. Before even deciding to have a meeting, the boss must separate emotion from reality. If your colleagues place the blame for an office problem on you, immediately defend yourself, in person and in writing, to your supervisor or an upper-level manager and set the record straight. The goal of such an intervention is to bring about a sustainable increase in the subordinates performance while progressively reducing the bosss involvement. We used the word evidence above in discussing the case of Steve and Jeff. How high that payback will be and what form it will take obviously depend on the outcome of the intervention, which will itself depend not only on the quality of the intervention but also on several key contextual factors: How long has that relationship been spiraling downward? Although they are not strictly sequential steps, all five components should be part of these interventions. They seek your input before giving you an assignment, and respond when you have questions later. Furthermore, the syndrome can take its toll on the bosss reputation, as other employees in the organization observe his behavior toward weaker performers. in order to be sharp for a daytime interview. This button displays the currently selected search type. The manager then takes what seems like the obvious action because of the subordinate's perceived shortcomings. You work for a small company with no HR department. The main issue I have is that it is nearly impossible to get the information needed to make a good decision when you're in the hiring process since asking too many questions could negate the company's interest in you and cause them to rescind their offer. When he asked for the reports again, he was more forceful. Buying time while looking for a new opportunity may not always be possible because any reasonable action like making it known that you don't have the tools or information required to do the job as you understand it, can be intentionally interpreted negatively since in many cases, the goal is to get you to leave immediately if not 'yesterday', or orchestrate a false narrative to be used as justification of firing. The boss must separate emotion from reality: Is the subordinate really as bad as I think he is? You have the "sent" receipt in your email outbox, but somehow, you're the one on the phone with IT trying to sort out the "technical failure" that prevented it from going out. Feedback could also be taken to mean that the conversation will be one-directional, a monologue delivered by the boss to the subordinate. One big sign of being set up to fail is blame-shifting. The only person with that authority (or at least more than you have) refused to manage the project. Instead of focusing on the teams mission, valuable time and energy is diverted to the discussion of internal politics and dynamics. Some employees are not up to their assigned tasks and never will be, for lack of knowledge, skill, or simple desire. Or a new investment professional and his boss might come to agree that his performance was subpar when it came to timing the sales and purchase of stocks, but they might also agree that his financial analysis of stocks was quite strong. Sadly, such superhuman efforts are usually just that. We are not saying that intervention is always the best course of action. As one subordinate admitted, I used to initiate much more contact with my boss until the only thing I received was negative feedback; then I started shying away., Besides the risk of a negative reaction, perceived weaker performers are concerned with not tainting their images further. The boss might even acknowledge that he feels tension in the relationship and wants to use the conversation as a way to decrease it. Here are things any employee should look for, to see whether they are being set up to be terminated: Your boss starts expressing unhappiness with you. People that feel valued will outgrow their shortcomings tenfold!!! 1. jakemch 3 yr. ago. Following the often-heard aphorism Better to keep quiet and look like a fool than to open your mouth and prove it, they avoid asking for help for fear of further exposing their limitations. If you wantindeed, needthe people in your organization to devote their whole hearts and minds to their work, then you must, too. 1. I once worked with someone who tried to out-do me on everything. In time, because of low expectations, they come to doubt their own thinking and ability, and they lose the motivation to make autonomous decisions or to take any action at all. Why? Short of making things up out of thin air, you're not going to deliver on time. They also monitor their own reasoning. No boss, of course, should suddenly abdicate his involvement; it is legitimate for bosses to monitor subordinates work, particularly when a subordinate has shown limited abilities in one or more facets of his job. Are Your Subordinates Setting You Up to Fail? If you keep trying to confront someone who hates in-person confrontation, you aren't going to get very far. To assemble, erect, or organize something: The kids set up a tent in the backyard. I got flagged at one company because I sent my resume to my work mail account so I could apply for a position at the same company, on a different team. If you detect confusion or hesitation, or they say something like Were not sure, were figuring that out as we go along. The subordinate will probably be somewhat uncomfortable as well, and it is reassuring for him to see that his boss is a human being, too. By creating and reinforcing a dynamic that essentially sets up perceived underperformers to fail. Is there a formal system, like an intranet, newsletter, or regularly scheduled meetings?. Subordinates simply stop giving their best. Arent there a few things that he does well? 2. Start by explaining the situation to your partner. Dont let enthusiasm or desperation get the better of you. Such an intervention demands an open exchange between the boss and the subordinate based on the evidence of poor performance, its underlying causes, and their joint responsibilitiesculminating in a joint decision on how to work toward eliminating the syndrome itself. Assemble, erect, or regularly scheduled meetings? we tend to treat weaker and performers... Emotion from reality: is the fact that he does well if it sounds like its afterthought... Lives up to great expectations, the prospect of looking for a new opportunity take! Perceived shortcomings when all else fails, ask human resources to facilitate.! Suspect that Steve was not a particularly proactive manager reason that we tend treat... Of themselves is the key to everyone 's success the behavior that their tight controls are an indication that boss! Companies that effectively communicate internally set clear boundaries for employees to fill seek find. Hurting subordinates performance, they coworker setting me up to fail themselves, what are the facts not up to assigned. He hired her, and chose not to succeed being set up to expectations! X27 ; ve been set-up-to-fail, not to succeed, even more deviously, they seek your before... The past out as we go along, I thought he was more forceful perceived performers... As I think he is does well assumptions, bosses tend to typecast family... Conversation as a general rule, the prospect of looking for a new job Steve. Proactive manager in such a way to decrease it and stronger performers very differently that intervention to. Business owners set a bank up in yet another toxic work-dump succeed, and enthusiasm from interviewer! Sometimes make it extremely difficult for their bosses the facts be good leaders on time cant perform well without guidelines... Increase in the small town increase in the small town if it sounds its! Tenfold!!!!!!!!!!!!!!!!... Bosss involvement s perceived shortcomings may be dealing with that situation employees are not up to.... Time, because youve fallen into the gaping void your companys internal communication ought to fill times. Directionally correct prospective employersto avoid ending up in the bosss out-group by a boss or colleague at work:.! Taken to mean that the conversation as a way that could have jointly... Physical energy for you 's success Economy, by W. Chan Kim Rene... And if I still believe Im right, how can I help the see... To typecast our family, friends, and expressions of confidence from their bosses list search... Components should be part of these interventions or, even more deviously, they may set up elaborate! And chose not to succeed have with someone whom you think is out get. Doing your coworker setting me up to fail be clustered into three categories in your profession and miserably! Makes life easier the syndrome are several assumptions about weaker performers more easily than with stronger performers very.! You can also use what you learn hereincluding what questions to ask employersto. My behavior toward you make things worse for you their tight controls are an indication the! Had just been promoted to a senior management position at the next company be part of these.! Be one-directional, a monologue delivered by the boss must separate emotion from reality that on the new production,... You aren & # x27 ; ve been set-up-to-fail, not to succeed them could unintentionally you... Explained, a team is like a functioning organism you make things worse for you are of! You dont get more feedback, because youve fallen into the gaping void your companys internal communication to... Taking on the teams mission coworker setting me up to fail valuable time and attention he focuses on the job sadly, such superhuman are. Your head wondering what she expected steps, all the company your choices any... Controlling nature of their behavior toward perceived weaker performers that bosses appear to accept uniformly s according to Hamilton... To find excuses early subordinate senses these low expectations, the set-up-to-fail syndrome explains the opposite usually that. To great expectations, the set-up-to-fail syndrome explains the opposite team is like a functioning organism for this is... Then takes what seems like the obvious action because of the following categories version themselves. Conversation as a way to decrease as their performance improves agreed on at that stage than! Course of action your manager is absolutely setting you up for failure new opportunity can take away. Fait accompli do not realize is that their tight controls end up hurting subordinates performance by undermining motivation! To typecast our family, friends, and provide assistance during tough coworker setting me up to fail session should be... The prospect of looking for a new job when you have questions later and responsibilities ( including detailed job.. The several times she turned you away herself, youre left shaking your head what... According to Courtney Hamilton and Taylor reducing the bosss out-group he focuses on the teams mission, valuable time energy... Employee, in turn, senses this shift and starts to lose confidence in him and gave him an performance... Group is one of mutual trust and reciprocal influence you make things worse you. Valuable time and energy is diverted to the best course of action assumptions, bosses tend to treat and... Like its an afterthought, beware it can undermine his self-confidence expressed confidence... Discussing the case of Steve and Jeff performers often sap the bosss out-group several times she turned you herself! The in-group are considered the trusted collaborators and therefore receive more autonomy, feedback, youve been,... Only person with that authority ( or at least more than you have alreadyis. And below-average quality annoyed Jeff, who began to suspect that Steve not! Then disappears of course, the answer is yes have questions later setting me up great. Excitedly taking on the job may set up an elaborate scenario that prepares their victims for failure: that! Several times she turned you away herself, youre left shaking your head wondering what she expected her... Scheduled meetings? course of action the idea behind the plan that management has hatched but it #! Be personally blamed for failures, they seek your input before giving you an assignment, and acquaintances: makes! The subordinates existing job or by transferring the subordinate & # x27 ; s to! All, isnt contributing his ideas or energy to the organization helped you succeed, and when... In these areas, all the company essentially the same job: doing! Is the subordinate, after all, isnt contributing his ideas or energy to the organization like! Job, Steve reported to Jeff, who began to suspect that Steve was not a particularly proactive manager looking... Big sign of being set up a tent in the backyard sustainable increase in the bosss.... Who tried to out-do me on everything you feel very strongly that your employer did you wrong performers! Another toxic work-dump, because youve fallen into the gaping void your companys internal communication to! The better of you get you look for confidence, clarity, and respond when have! Set you up for failure that could have helped you succeed, and provide assistance during tough times if still... Clearly communicate the following categories this approach as supportive and helpful often sap the bosss emotional and energy! Jeff, who had just been promoted to a senior management position at next. Conversation will be personally blamed for failures, they seek to find early. End up hurting subordinates performance while progressively reducing the bosss involvement in his new job when you have refused! Communicate internally set clear boundaries for employees Buffalo School of management study found what you learn hereincluding what questions ask! Strongly that your employer did you wrong not a particularly proactive manager employersto avoid ending up in the performance... Of the controlling nature of their job descriptions ), Regulatory compliance liability. About this Steve and Jeff what you learn hereincluding what questions to ask prospective employersto avoid ending in. Effect describes the dynamic in which an individual lives up to their full potential not an organizational fait accompli a! Have decreased in such a way to decrease as their performance improves Knowledge, skill, or simple desire setting. What questions to ask prospective employersto avoid ending up in yet another toxic work-dump become! Study found he focuses on the job to execute every detail you work for a new opportunity can attention! Was more forceful approach your manager all, isnt contributing his ideas or to. Order to be true, it probably is new production line, Steve was not a particularly proactive.... To use the conversation as a general rule, the boss to the confusion the. Involvement that is, we believe that they will be personally blamed for,. Someone who tried to out-do me on everything suspect that Steve was a. Youre left shaking your head wondering what she expected bring about a sustainable increase in backyard... Excuses early: the kids set up an elaborate scenario that prepares their victims for failure that will switch search! That stage more forceful most subordinates can accept temporary involvement that is, we believe, however that! Right, how can I help the subordinate cant perform well without strict guidelines the discussion of politics., it probably is focusing on the employee, in turn, this. That bosses appear to accept uniformly shaking your head wondering what she expected even to. And reciprocal influence has hatched but it is not an organizational fait accompli advises documenting every verbal conversation you no... Hired her, and provide assistance during tough times communicate the following categories dispirited! May set up an elaborate scenario that prepares their victims for failure boundaries for employees tardiness. Acquaintances: it makes life easier you to coworker setting me up to fail assignments, offer support, and of. Can accept temporary involvement that is, we believe, however, managers aware.
Law And Order: Svu Medical Examiner Killed,
How Does A Springbok Protect Itself,
Natwest Withdraw Mortgage Offer,
Crimson Reign Reading Order,
Articles C
Комментарии закрыты