Step 1 of 6 to Coach for Accountability – Clarify Roles

Step 1 of 6 to Coach for Accountability – Clarify Roles

Are you interested in everyone on your team taking on more responsibility?

I mean real responsibility — when they “own” the work, solve issues, make suggestions and even improve the process, and [the ultimate level] keep you in the loop with status updates or “exception” reports.

You might even have a few people who do this now… but you would like EVERYONE on staff to do this. [Keep reading for the First of the 6 steps…]

This magical state is called the “Accountability Culture” — and blends the benefits of a Results Culture and a Caring Culture, and the top ranked most-effective leadership style that blends concern for People with a focus on Results.

Accountability is not a new concept, but it has become a high priority for the business owner and manager who wants to spend more time on business planning and management and less time on getting the daily work done.

If your team “does what they are supposed to do” then managers are freed up to work on the business- revenue generation, process improvement, cost control and great team and customer experiences. If your pants are on fire you can’t plan and improve your business.

Let me be clear—- Positive Accountability is essential to grow your business.

Last week I spoke to 91 planners and managers in operations, who work for companies with 50-500 employees. Guess what? These organizations are also challenged with building accountability on their teams.

Here is your opportunity to take your smaller more agile company and out-perform you competitors, with
6 Steps to Coach For Accountability & High Performance.

Step 1 is to clarify the Roles, Responsibilities and Results of your key people:

Employees want to have four main questions clarified about their role (although they rarely ask them):

If you cannot answer these questions about your role and those of your key people,
you will not be able to effectively hold them accountable for results.

1. What is my role?
2. What does “good” look like?
3. What is my responsibility?
4. What results should I produce?

To Learn More:

Click to download detailed Guide to Building Your Team: Right People, Right Role

For a detailed outline of how to accomplish Step 1 [Clarify Roles and Responsibilities], see page 7.

See all 6 Steps to Coach for Accountability [Slideshow]

How Delegation Actually Engages Your High Performers

How Delegation Actually Engages Your High Performers

Lately I have been sharing with you resources to 1) Clarify the best use of your time, 2) Create a delegation wish list of your “stop doing” tasks, and 3) Identify to whom to delegate this list.

By delegating, you are creating a “win” for you AND a “win” for you high performers. 

Your high performers crave challenging assignments and want to know they are being developed for future growth.

In fact, “opportunities” to develop is the number one retainer and engager of your top people- the least expensive and most powerful reward your organization has to build your A team.

To continue your delegation journey, I created a 18 minute video to show you the whole process. The development action plan process gets all employees working towards goals that benefit them and the company.

Watch the 18 minute Video:  Develop High Potentials with Action Plans

(The video shows not only how action plans benefit your best performers, but also the average Jane and the lowest performer as well!)

So go ahead, give up something off your list in January and watch your people grow!