taking ownership – how to create a culture of accountability in the workplace
TRANSCRIPT
Taking OwnershipHow to Create a Culture of
Accountability in the Workplace
JULY 14, 2016
Speaker: Molly KelleyModerator: Brandon Laws
Housekeeping• 45-minute presentation; 15-minute Q & A• Enter questions in the chat window for Q&A
portion• Slides & Recording Available 24-48 hours
after session• 1 HRCI Credit available for attendees. Email
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Meet your presenter, Molly.• Sr. HR Business Partner at
Xenium HR• Works with various small and
medium sized businesses across many industries
• Trainer for Xenium clients and guests
• Loves to read; frequents HBR.org and is an NPR super fan
Definition of accountability : the quality or state of being accountable; especially: an obligation or willingness to accept responsibility or to account for one's actions
Merriam Webster Dictionary
the WHY• Managers increasingly report
a perceived lack of employee accountability
• Employees feel there is a lack of leadership accountability
• Coworkers report their colleagues aren’t accountable to one another, the work or the company
Impact of Accountability Void
Accountable Cultures Have…• improved performance• greater employee participation and involvement
• increased feelings of job proficiency• a heightened commitment to the work at hand
• added creativity and innovation• leading to higher employee morale and job satisfaction, and deeper employee engagement
Culture
Manager
Accountable Managers
Leadership’s Role In Building Accountability
• Managers are responsible for accomplishing results through others; often via relationship-building and their demonstration of high trust and personal integrity
• Leaders have the greatest initial influence on company culture
• While held to the highest standard of accountability, sometimes leaders abandon responsibilities in these areas; the weight of leadership becomes an excuse
Accountable Managers Ask Themselves
1. When did your performance expectations not match the results?
2. What could you have you done differently to attain your expectations?
3. Do you continue to enforce the missing element(s) in your work?
“Great management can only be attained by those who are able to manage themselves before managing others... Without accountability, the ability to manage doesn’t exist. Great management is holding yourself and those around you accountable to deliver results.” - Greg Llopis
Language of Accountability
• Mistakes? What mistakes?• They made mistakes. • Mistakes were made.• We made mistakes.• I regret the mistakes that were made.• I made mistakes; we all did.• We are addressing the mistakes and
working to ensure they don’t occur again.
• I own the mistakes and am actively working to ensure they don’t occur again.
• I own our mistakes and am actively working to ensure they don’t occur again
Accountability to Goals• Involve employees goal setting • Coach, but encourage independence• CONSISTENTLY monitor progress towards
goals• Provide needed training and resources• Establish a framework for independent
problem solving (GROW model)• Incentivize and recognize positive
performance, both formally and informally
Accountability to Self• Did I work as hard as I could have?• Did I set and maintain high
standards for myself?• Did I spend enough time to do
quality work?• Did I regulate my procrastination,
distractions, and temptations in order to complete my work?
• Did I make good use of available resources?
• Did I ask questions if I needed help?• Did I review and re-review my work
for possible errors?• Did I consider best practices for
similar work?• Is my work something for which I
am proud – that I would proudly show to a large, global audience?
Cultural Accountability
“Accountability means people can count on one another to keep performance commitments and communication agreements.”
- Mark Samuel, The Accountability Revolution
Strategies: Build Accountable Teams
• Model accountability, collaboration & trust within your leadership team
• Establish and clarify expectations (ex. values, agreements, Xenium Promise)
• Clearly defined roles and accountabilities• Hire accountability values• Provide ongoing communication skills training• Practice recognition and improvement
Summary of Key PointsCreate a culture that makes accountability as easy as breathing
Hold leaders to the highest standards of accountability, and support them in ongoing efforts to maintain that standard
Hire, reinforce and reward individual employee accountability
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Resources– The Accountability Revolution by Mark Samuel – QBQ! by John G. Miller– Crucial Accountability by Kerry Patterson, Joseph Grenny,
Ron McMillan, Al Switzler, David Maxfield– http://www.clomedia.com/2015/01/29/want-results-fix-account
ability/– http://www.forbes.com/sites/glennllopis/2012/07/17/great-man
agement-boils-down-to-one-major-thing/#2f09a9dd36c5– https://hbr.org/2012/11/one-out-of-every-two-managers-is-terr
ible-at-accountability/– https://www.themuse.com/advice/3-ways-to-create-an-owners
hip-mentality-within-your-team
Questions for Molly?
Enter your question for Molly into the chat window on the gotowebinar panel
Speaker Moderator
Thank you!
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General Email:[email protected]
Molly:[email protected]
Brandon: [email protected]