Description
A recent HRDive study of managers found that “82% of respondents admitted that they have “limited to no” ability to hold others accountable successfully.
On the other hand, 91% of respondents said they would rank ‘improving the ability to hold others accountable in an effective way’ as one of the top leadership development needs of their organization.”
Larry approaches the issue of accountability from three perspectives:
- Creating a POSITIVE environment where everyone WANTS to do their very best. This means being the kind of manager/leader for whom people WANT to perform. Larry will share tips on how to be that kind of manager.
- Clarifying expectations so everyone knows what represents success. Research has shown that when managers complain about employees not behaving accountably, a major cause can often be traced to the failure to adequately communicate expectations around accountability. When people have a different perception than you as to what is expected, their outcomes will very likely disappoint you.
- Applying the rules of operant conditioning to ensure that accountable behavior is rewarded and non-accountable behavior is discouraged.
- Using the principles of Graduated Empowerment so those delegated to will choose to demonstrate individual initiative to resolve problems and achieve goals.
- Correcting those who insist on not taking responsibility. Larry will share his Conversational Roadmap to help managers turn this trend around.