Acknowledging that you cannot climb into someone else’s brain, that people tend to resist obvious attempts at making them accountable, and that some of this process is going to have to be sneaky, here are techniques to create accountability in your team.
Partners In Leadership, LLC, the firm that guides clients in defining Key Results™, shaping Cultural Beliefs® and solving Accountability Gaps, announces the release of Propeller: Accelerating Change by Getting Accountability Right.
When leaders recognize accountability as something that is teachable and measurable – i.e., a hard skill – they can wield its power to achieve a slew of top-line business goals.
No one has perfect communication skills; some just keep trying, while others stay the same in their place of comfort over courage. Be the person who tries! Here are some tips to use as a leader for some of the more challenging types of conversations.
Increase communications and decrease conflict by implementing accountability in the workplace.
People First RH has launched new software that transforms the process of reporting workplace harassment. People First creates transparency and accountability to drive resolutions and protect employees from retaliation.
These four behaviors will not only improve work performance but also create a more rewarding work environment for the employees, ultimately leading to overall job satisfaction.
Last month, I suggested several “must-have” actions to create a “Year of the Team Member” and develop a customer-centric culture in your organization. After you have implemented those must-haves, here are the next steps to follow.
Use the word “accountability,” and employees run for cover, expecting perhaps public humiliation or termination. Even managers shy away from the word and struggle with what it means. Still, they ask for accountability training.