This PowerPoint strategically presents how accountability is essential in the workplace and how the lack of accountability can cause critical problems if not discovered.
2. Defining the word “ Accountability” The basis for having an environment of trust, support and dedication to excellence. Being able to count on each other for support and reliability. Additional work is produced when one fails to keep their commitment to be accountable. Accountable and committed people keep work load frustration down and team work positive and up!
3. Potential of Accountable PeopleAccountability is NOT an option; It’s a Necessity!! Accomplish their tasks with an outcome in half the amount of time expected. Everyone must participate and make the commitment in order to make accountability a success!
4. The 3 Problems of Accountability* 1,100 people surveyed from different industries
5. Problem #1Overwhelming and Competing Priorities Must clearly know your desired objectives and outcomes. Ask yourself, “ What are you accountable for achieving?” Overall, the overwhelming and competing priorities break the foundation of accountability.
6. Problem #2Territorialism and Silos Environment of blame and finger pointing Projects and activities are not effectively coordinated due to silos and territorialism. Blame and finger pointing initiate when the problem(s) surface from the parties involved. Once this begins, there is frustration and confusion, which does not allow for the problem to be fully executed effectively and typically ends with a negative result.
7. Problem #3Problem and Conflict Avoidance Problem and conflict avoidance occurs when the parties are not blaming each other for the problems, instead they were avoiding the problems completely.
8. What is an “Accountable” Organization? Accountable team members ask for support when needed and do not wait until a crisis occurs. Committed team members take responsibility for their problems within their areas meanwhile looking for ways to develop and maintain other areas that they personally impact outside of their job description.
9. 10 Deadly Sins Preventing us from Achieving Desired Results
10. 10 Deadly Sins (Continued…) Over assessment- too much time is spent in judging others on their performance. Plan to Perfection – to prevent criticism from others (mostly negative people) Communicate or “buy in” – team members are too invested in feeling comfortable with the plan.
11. 10 Deadly Sins (Continued…) 4) Empower Instead of Guide According to Mark Samuel, author of Creating the Accountable Organization, “ We are better at planning and strategy than planning its execution.” 5) Avoiding Monitor in Progress – Avoid awful news and do not approach colleagues with results that are bad. Avoid all Conflicts.
12. 10 Deadly Sins (Continued…) 6) Expect Perfection – Humans are not perfect. Mistakes will me made! 7) Measure business outcomes – measuring performance execution. 8) Avoiding Holding People Accountable – No consequences to the person who is not consistent, supportive or committed.
13. 10 Deadly Sins (Continued…) 9) Fostering the Blame Game – Blaming other departments or team members for problems or activities, instead of addressing the people who are liable for not performing their duties effectively in their areas. 10) Fail to Recognize Success – Team members should acknowledge other colleagues for their contributions and extensive labor.
14. The 8 Elements in Accountable Organizations Clear vision and priorities Shared Ownership: Shared accountability for all top priorities. Effective Execution: Linking people and processes to achieve high performance.
15. 8 Elements (Continued…) 4) Relentless Attack of Dysfunctional Habits: Accountable leaders make a point to surface and address these habits and develop new and effective behavior. Surface and Resolve Problems and Conflicts: No one should feel afraid to be punished or terminated from their position. Focus on where the problem lies.
