Eight Steps to Create Accountability
Leaders are always asking us how to increase accountability to get the results they need. Simply put, the leader’s job is to ensure every member of the team wins, and winning is defined as meeting the organization’s top objectives. Here is the seven-tip formula you can use to create accountability and achieve extraordinary results in any organization:
1. Establish the top three objectives. Once identified, objectives must be SMART, specific, measurable, attainable, realistic and timed!
2. Assign each team member his or her respective objectives. Take the time to go over what they need to accomplish and what help and/or training they need.
3. Identify roadblocks. Have each team member identify in writing a maximum of three things they need to accomplish each objective. Agree on what the leader will do to help.
4. Clarify and remove roadblocks. Meet individually to agree on what’s needed to win and who will be responsible for it happening. Probably, as the leader, you will assume some responsibility to help them get what they need to win. Perhaps you will call in someone else to train or help.
5. Follow up. Schedule a 30-minute monthly update using a color coded results report. Accomplished results are in green and areas behind are in red. Focus the conversation on what was done to achieve and maintain the green. For red issues, focus on what will be done, when it will be achieved and what help is needed.
6. Share lessons learned. Hold bi-monthly meetings with all team members to discuss lessons learned, identify critical roadblocks and offer to help any team member behind plan. Remember, the leader wins when everyone on the team wins.
7. Reward results. When objectives are achieved, ensure that rewards are disproportionate and highly visible. Those who achieve the most get rewarded the most—and everyone should know that.
8. Cut your losses. Ensure that people at the bottom are either improving their performance or being moved out. No one with poor performance gets to remain on the bottom for more than a year without action being taken.
(From Supervisory/Leadership Training - Dr. Mimi Hull)
Leaders are always asking us how to increase accountability to get the results they need. Simply put, the leader’s job is to ensure every member of the team wins, and winning is defined as meeting the organization’s top objectives. Here is the seven-tip formula you can use to create accountability and achieve extraordinary results in any organization:
1. Establish the top three objectives. Once identified, objectives must be SMART, specific, measurable, attainable, realistic and timed!
2. Assign each team member his or her respective objectives. Take the time to go over what they need to accomplish and what help and/or training they need.
3. Identify roadblocks. Have each team member identify in writing a maximum of three things they need to accomplish each objective. Agree on what the leader will do to help.
4. Clarify and remove roadblocks. Meet individually to agree on what’s needed to win and who will be responsible for it happening. Probably, as the leader, you will assume some responsibility to help them get what they need to win. Perhaps you will call in someone else to train or help.
5. Follow up. Schedule a 30-minute monthly update using a color coded results report. Accomplished results are in green and areas behind are in red. Focus the conversation on what was done to achieve and maintain the green. For red issues, focus on what will be done, when it will be achieved and what help is needed.
6. Share lessons learned. Hold bi-monthly meetings with all team members to discuss lessons learned, identify critical roadblocks and offer to help any team member behind plan. Remember, the leader wins when everyone on the team wins.
7. Reward results. When objectives are achieved, ensure that rewards are disproportionate and highly visible. Those who achieve the most get rewarded the most—and everyone should know that.
8. Cut your losses. Ensure that people at the bottom are either improving their performance or being moved out. No one with poor performance gets to remain on the bottom for more than a year without action being taken.
(From Supervisory/Leadership Training - Dr. Mimi Hull)
Labels: accountable, Create Accountability, increase accountability, Leadership, responsibility, trust, trustworthiness, trustworthy
posted by Dr. Mimi at
10:47 AM
1 Comments:
The idea of managing roadblocks is most certainly a key strategy. In my experience, there is a pretty common organizational issue: The company wants "empowerment" to work for a variety of good business reasons. But the reality is that the people who do not act "empowered" really don't change their behavior much.
In my model of the world, they are making a conscious decision to avoid risk or punishment. And it is very difficult to get them to change their behavior by this loosy-goosy thing managers call empowerment. They act, basically, Un-empowered.
What managers can do is what I call Dis-Un-Empowerment, which is the active and GROUP-oriented behavior or roadblock management. While an individual might make the choice to be roadblocked and un-empowered, using a group problem definition activity focused on identifying, classifying and then removing roadblocks as a peer-supported and logical / unemotional activity is a pretty bombproof approach.
The high performers are already acting as you want; the key is to move the mid-level folks higher and move the low performers toward the middle.
Dis-Un-Empowerment. Look it up in Bing or Google and you can find some simple approaches to better managing roadblocks and improving performance.
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Scott Simmerman, At
3:29 PM
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