8/12/2019 Accountability Culture & Coaching for Better Performance

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Accountability Culture & Coaching for

Better Performance

Kenneth Cheung

8/12/2019 Accountability Culture & Coaching for Better Performance

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GENERAL CONCEPT

Why you cant get the whole

picture?

How come you fail to meet

requirement?

I've TOLDyou what to do!!

Youve been assignedto the

job that means you have the

responsibility to make it

If hes capable to get the

whole picture, he should be

the manager instead of me

Are we fail to communicate

clear expectation? Are we inthe same level of satisfaction?

He have been assigned and

instructed what to do

therefore he can

shout down his

BRAIN!!!

BLIND SECTOR

Missing fragment between responsibility

and accountability

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Accountability

Is the liability created for the use of authority

Authorization (transfer of ownership)

By delegating authority to subordinate to achieve theshared goal with clear expectation in specific date and

time

Responsibility

The duty assigned to a position

Responsibility is only partof accountability,To be an accountableleader always point tomirror instead of glass

Complete Accountability

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Four pillars and foundation of

Accountable

S

ACCOUNTABLE

CLEAR

EXPECTATIO

N

SPECIFIC

DATE &

TIME

SHARED

UNDERSTAN

DING

CLEAR

OWNERSHIP

ASSERTION

ASSESSMENT

DECLARATION

REQUESTS

OFFER

PROMISE

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Team member is the gear

Accountable culture is the

lubricant

To make sure each unique gearworks smoothly, leader have to

help the gears shaft running in a

correct position (desired outcome)

Coaching model is the tools to

allocate the desired outcome

ONLY THEY KNOW WHAT DO

THEY WANT

How to maintain the gear run functionally?The function of Coaching

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LET THEM DO THE THINKING!!!!

THE AHA MOMENT IS NOT

BELONGS TO ME

Break thought old mind set

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Teaching stop there thinking

Dig into what he think

Stop teaching

Let them do the thinking

Stretch people out of comfort zone positively

Think about thinking

Facts placement

Thinking question

Clarifying

Dance towards insight

FEELING model

Follow up

Create new thinking

To effectively improveteam performance, theleader should coach histeammate to create newthinking instead of onlysolve the problem byhimself

Use Coaching model to create new

thinking

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I used to believe buildingan effective team as aleader needs to charge/instruct teammate what/how to achieve the goal Isetup for them .

And Coaching inspire mewe can leave existinghabit as it is and create awhole new habit is moreeffective

Action plan and time line

Replace teachingwith coaching 5

times in 1 month

New Thinking

Request coachingbuddy to check-in

by-weekly

How to

measure