Building Accountability into Your Culture

Transcription

1 Building Accountability into Your Culture Presented by Debbie Foster LI20 5/4/ :30 AM The handout(s) and presentation(s) attached are copyright and trademark protected and provided for individual use only.

2 Building Accountability into Your Culture Debbie Foster, Partner Affinity Consulting Group LI20: Building Accountability into Your Culture Friday, May 4 10:30 AM - 11:30 AM Accountability is an essential part of leadership and management. In fact, without it, there is no way to establish credibility and trust among team members. It is so important that employees are held accountable for their work, individually and as part of a team. It is only when everyone in an organization is held accountable does accountability become part of a culture. But, it does not stop there creating the culture is one thing, but maintaining it is another. This session will discuss ways to use expectations, reviews, incentives and your company values to maintain a culture of accountability. Objectives: Discuss the value of a firm culture that embraces accountability. Identify effective ways to hold people accountable. Explain how to leverage the employee feedback loop to emphasize accountability. 1

3 Accountability The obligation of an individual or organization to account for its activities, accept responsibility for them, and to disclose the results in a transparent manner. 2

4 Clear Expectations Say what you mean, mean what you say. 3

5 My Mom never keeps her grounding promises. 4

6 What does CULTURE have to do with it? The best kind of culture is a Culture of Accountability where people demonstrate high levels of ownership to think and act in the manner necessary to achieve organizational results. The defining characteristic of this kind of culture is that people voluntarily assume their own accountability. 5

7 I ll just do it myself. Dear everyone, just a reminder, work starts at 8:30AM sharp. 6

8 The rules don t apply to him/her. Communication is Key Annual Reviews are they enough? 7

9 One on One Meetings Is there anything we should START doing as a team? Would you like more or less direction from me on your work? Do you feel you re getting enough feedback on your work? If not, where would you like more feedback? Is there an aspect of your job where you would like more help or coaching? How could we improve the ways our team works together? Understanding What Matters A day off? A Gift Card? A bonus? A shout out? A lunch away from the office? Some focused time? 8

10 Recognition 9

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12 Understanding RPRS GWC 11

13 5 Dysfunctions of a Team 12

14 Inattention to RESULTS Avoidance of ACCOUNTABILITY Lack of COMMITMENT Fear of CONFLICT Absence of TRUST 25 Inattention to RESULTS Avoidance of ACCOUNTABILITY Lack of COMMITMENT Fear of CONFLICT Absence of TRUST 26 13

15 Absence of Trust Conceal weaknesses Hesitate to Communicate Don t Offer Help Jump to Conclusions Fail to Recognize Another s Skills Waste Time & Energy Hold Grudges Avoid Spending Time Together 27 Ethical Based Trust Vulnerable Based Trust 28 14

16 Fundamental Attribution Error Why we often see others differently than ourselves Undesirable Desirable Character Environment Luck Talent Others Self 29 We Make Choices and Act As a Result of How We Perceive and Interpret the World

17 Where does our perception of the world come from? Family Friends Personal Experiences Values Others 31 16

18 Foundation Vulnerability Takes time, but can be accelerated Maintained over time 33 Inattention to RESULTS Avoidance of ACCOUNTABILITY Lack of COMMITMENT Fear of CONFLICT Absence of TRUST 34 17

19 Inattention to RESULTS Avoidance of ACCOUNTABILITY Lack of COMMITMENT Fear of CONFLICT Absence of TRUST 35 Teams that fear conflict Boring meetings Create negative environments Avoid controversial topics Ignore every opinion & perspective Waste time & energy 36 18

20 The Conflict Continuum Productive, Idea-based Conflict Fine Line Wasteful Conflict No Conflict Personal Attacks 37 Conflict Resolution Model Individual Obstacles Self-Esteem Relationship Obstacles Knowledge Values Legacy Event Physical Environmental Obstacles Informational Obstacles Company Issue culture Opinions Facts definition Reputation E.Q. Skills Organization Politics Perspectives Mood Style Acceptance Style Position Experience I.Q

21 Good conflict Uncomfortable Norms Fear 39 Inattention to RESULTS Avoidance of ACCOUNTABILITY Lack of COMMITMENT Fear of CONFLICT Absence of TRUST 40 20

22 Inattention to RESULTS Avoidance of ACCOUNTABILITY Lack of COMMITMENT Fear of CONFLICT Absence of TRUST 41 Low clarity direction & priorities Excessive analysis Lack of confidence & fear of failure Revisiting discussions & decisions Second-guessing 42 21

23 Commitment Clarification Team leader lists decisions Team members review decisions Team members write decisions down Team decides communication plan 43 Cascading Communications hours 44 22

24 Commitment Clarity Buy-in 45 Inattention to RESULTS Avoidance of ACCOUNTABILITY Lack of COMMITMENT Fear of CONFLICT Absence of TRUST 46 23

25 Inattention to RESULTS Avoidance of ACCOUNTABILITY Lack of COMMITMENT Fear of CONFLICT Absence of TRUST 47 Avoidance of Accountability Resentment Encourage mediocrity Miss deadlines Unnecessary burden Leader only source of discipline 48 24

26 Embracing Accountability Accountability Peer pressure Team leader confront difficult issues 49 Inattention to RESULTS Avoidance of ACCOUNTABILITY Lack of COMMITMENT Fear of CONFLICT Absence of TRUST 50 25

27 Inattention to RESULTS Avoidance of ACCOUNTABILITY Lack of COMMITMENT Fear of CONFLICT Absence of TRUST 51 Inattention to Results Lose achievement-oriented employees Encourage individualism Become easily distracted Stagnate, and fail to grow 52 26

28 Focusing on Results Accomplish Prioritize Clarify Quickly Communicate 53 Ego/Self Over Team Low Standards Lack of Clarity Inattention to RESULTS Avoidance of ACCOUNTABILITY Lack of COMMITMENT Focus on Collective Outcomes Confront Difficult Issues Force Clarity & Closure False Harmony Invulnerability Fear of CONFLICT Absence of TRUST Demand Debate Be Vulnerable 54 27

29 Affinity Like ACG! THANK YOU! Debbie Foster dfoster@affinityconsulting.com 28

30 Your opinion matters! Please take a moment now to complete the evaluation. Thank You!