personal accountability
TRANSCRIPT
Exercise
Answer these Correct Questions:
How can I contribute? How can I do my job better today? What can I do to solve the problem? What can I do to develop myself?
Differences
Below the Line
Choosing the wrong
Always “I can not do”
Becoming someone unsuccessful.
Above the Line
Choosing the right
Always “I can do”
Becoming someone successful.
Accountability
(Above the Line)
See It, Own It, Solve It, Do It
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(Below the Line)Making excuses is so much easier than
accepting responsibility
“Common Stages of the Victim Cycle “Below the Line
Ignore/Deny It’s Not My Job No body help me Confusion/Tell Me What to Do Wait and See
Four Steps to Accountability
*See It – Acknowledge the Problem*Own It – Take Responsibility for It*Solve It – Determine What I Can Do*Do It – Take Action
*See It – Acknowledge the Problem
Get the point of view of others
Ask for and offer feedback
Be realistic
Be honest with yourself , admit
mistakes
Consider all the facts
*Own It – Take Responsibility for It
Be personally involved
Ask how I contributed
Answer for personal commitments
Act on feedback
Align your work with the results (that
the organization is trying to achieve)
*Solve It – Determine What I Can Do
Ask myself, “What else can I do?”
Test assumptions
Provide solutions
Recognize that some things may
be out of your control
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*Do It – Take Action
Clarify responsibilities
Report proactively
Effective follow up
Do what you have planned to do
Measure progress
_____________________________
Personal Accountability Assessment
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List Examples
Things I Can Control
Things I Cannot Control
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“Combined Accountability concept “
Organizational results come from collective, not individual activity
When everyone is accountable for achieving organizational goals , and not just doing their job
Training everyone at
every level
Coaching accountability
Asking Above the Line questions
Rewarding accountability
*Combined Accountability through:
HOW TO HOLD YOUR EMPLOYEES ACCOUNTABLE?
Hold people accountable - exercise1.Assess all your team for accountability----------------------------------------------------------------------2). Have a meeting, explain the concept of accountability----------------------------------------------------------------------3). Take another hard look at their goals. Agree on the final
set of goals with the team. ----------------------------------------------------------------------4). Prepare your Performance Management (reward and
penalty) framework ----------------------------------------------------------------------5). Agree on reports that will be issued and its frequency----------------------------------------------------------------------6). Agree on review frequency ----------------------------------------------------------------------7). Ensure that the framework goes right down to the bottom
level. ------------------------------------------------------------------------