Accountability Doesn’t Happen by Coincidence Either

Accountability Doesn’t Happen by Coincidence Either

So, did you get to try out some of the accountability tips from last week?

We’ve got Kristin back this week to share the 4 more tips on our delegation checklist – where you assign tasks to your team members and hold them accountable to quality standards and deadlines!

Screen Shot 2017-04-28 at 1.52.01 PMTake it away, Kristin!

After you’ve had the chance to communicate the purpose of the project/task,  state the mission and core values the task supports, and explain the results you expect there are a couple additional tips you can try!

  • Identify checkpoints

Assign a date for an interim checkpoint or two and enter it into your calendar.   Depending on the person you are delegating to, the checkpoints you identify could be several one-on-one meetings to discuss progress to-date, a formal progress report, or a simple email from the team member describing progress. You might ask for a checkpoint report that covers three topics:

  • Successes and progress
  • Challenges or roadblocks
  • Help needed, if any

Some managers like to state a “no surprises” policy at this point. “No surprises” means that the team member is expected to communicate issues in meeting a deadline well BEFORE the deadline. I always tell my team members, “Bad news early is good news,” meaning, if I know that you can’t meet a deadline well in advance, we can do something about it. Don’t tell me on or after the deadline about problems – then it’s too late to save it.

  • Set a deadline and consequences for not meeting it

Clearly state the deadline for this task and why it is important. “Susie, we are not putting our best foot forward with the lousy copier we have, and it’s not sending the right message to our employees when we expect them to work with unreliable equipment. It’s vitally important that you have a new copier installed by April 15. I’m counting on you to do that, ok?”

The good news is that this process can expand or contract depending on the trustworthiness of the team member. If you are delegating to someone you already trust, you quickly hit on these steps. However, if you are delegating to a new person or a poor performer, you will want to follow this process to the letter. 

Let us know which tips you tried and like best!

And, if you want to learn more about accountability processes, check out Kristin Robertson’s book, Your Company Culture Ecosystem: Growing a Vibrant Business.

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Accountability Doesn’t Happen by Accident

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What comes to mind when you hear the phrase “holding your team accountable”.

Probably that phrase causes a number of different thoughts to flood through your mind.

For the next two weeks, we have another one of our great Coaches, Kristin Robertson, sharing about accountability.

Screen Shot 2017-04-28 at 1.52.01 PMTake it away, Kristin!

As a manager, you want your team to perform at peak levels of productivity, excellence, and creativity. And you naturally assume that each member of your team is equally excited about and responsible toward the team’s goals. So you assign people different tasks to do, expecting the best possible outcome.

Then a deadline arrives, and the assigned team member doesn’t produce what you expected – or worse, doesn’t produce anything at all, missing the deadline completely. You naturally blame the team member for being lazy, incompetent, or worse.

Stop. Often, it’s not the employee’s fault for missing the deadline. It could be yours.

Typically, the problem lies in how you assigned the project or task. Did you describe the desired outcome? Did you lay out the steps needed to get there? Did you assign a deadline?

Help is here in the form of a delegation checklist. Let’s start with a few tips now, and then check in on a few more next week!

This is something you can use to assign tasks to your team members and hold them accountable to quality standards and deadlines:

  • Communicate the purpose of the project/task

Describe to your team member the overall purpose or objective of the project. For example, if you’d like Susie to purchase a new copier for the office, you’d say, “Susie, the purpose of this project is to replace the old copier and ensure that the team can make clean, readable, and inexpensive copies on a reliable machine.”

  • State the mission and core values the task supports

Explain how this task supports your goals & objectives and upholds the core values of the organization. It might sound like this, “This will 1) help save time and money, supporting our core value of company growth, and 2) reduce stress on our workers, supporting our core value of taking care of our employees.”

  • Explain the results you expect

Clearly describe the results you expect. What are your criteria for successful completion of this project? How will you measure the results and what metrics do you expect to achieve? In our copier purchase example, you might say, “Susie, I need better-looking copies, a reliable and easy-to-use machine, and the cost over 5 years should be less than what we pay now.”

In this step, be sure to use follow-up questions to ensure understanding. You might ask, “Susie, how would you state the problem we’re trying to solve and the success criteria for this project?”

So, try these out and let us know what works for you!

The Slump

The Slump

You’re over half way there!

To where, you wonder…

You’ve almost made it through the January 2nd — Memorial Day SLUMP.

Have you even noticed that in March (and sometimes April too) you and your team feel a little on edge, and you are just longing for a day (or week) off?

WE HAVE!

And, we call it “the slump”.

You are on the longest stretch of the year where you and your colleagues don’t have a common day off. So even if you’ve taken a day (or two), everything else in the organization kept rolling.

So, what can you do to keep morale up?

Change it up!

Need some ideas:

  • Bring in bagels and coffee one morning
  • Create a count down for SOMETHING (even if it’s a small, common task that all of your Team has), and then celebrate when you hit it!
  • Let everyone go home early one Friday afternoon

It doesn’t have to be fancy. It is the little things that bring everyone’s experiences back together and say “I see you … thanks for ALL you do!”

The End of Summer Blues

The End of Summer Blues

On the last day of July, we can all feel it. The summer we were longing for is feeling like it has slowly begun to slip away and soon enough it will be September again.

Most of us probably did not get to sit in a hammock above a beach and just relax for a few days.

So, how do you engage with your team as they are beginning to feel the “end of summer blues” too?

One tip is to give them something to look forward to for the rest of the year! What does this actually look like?

We’d suggest taking 30 minutes over the next week or two to meet with each team member.

Begin by asking engaging questions about them.

How are they doing? What are they enjoying about their job? Why? What would they like to do more of? What are they passionate about?

As they are talking, really listen to what they are saying and seek to understand more of who they are and where they are coming from.

At the end of your time together, decide on one thing that they can do as a result of this conversation.

This won’t necessarily take away the blues of another summer that has slipped away but it probably will give each team member something to look forward to in the weeks to come!