the accountable leader: developing the right mindset & practices that ignite peak performance
TRANSCRIPT
The Accountable Leader:
The Secret to Driving a High Performance Organization
About Denise Corcoran
Expert in …
Growth Leaders &
Organizations
Peak Performance & Change
Technologies
Whole Brain Business
Growth Solutions
High Performance Cultures
“Our secret weapon to achieving
rapid growth.”
CEO, Manufacturing Company
Send your questions 3 ways:
Email: [email protected]
Tweet: @DeniseCorcoran4 #leading growth
Or in the question box on screen
High Cost
$10s Billions
WEAK EXECUTION
60%
Booz Allen Study, 2008, HBR
NO
Competitive
Advantage
The high cost of poor accountability
Struggling to get strong performance from
employees?
Leaders driving results through own efforts?
Operational breakdowns, chaos and lack of
control?
Low employee motivation?
Eroding profits and culture?
POLL
Current company
revenues?
A. $0 - $10 million
B. $10 - $50 million
C. $50 - $200 million
D. Above $200 million
POLL
What is your current role?
A. C-level Executive
B. Vice President
C. Middle manager
D. Team leader
E. Leader in development
What?
Levels
5 Success Factors
What?
Levels
5 Success Factors
“Account”
+
“Able”
Results
+
Valued Behaviors
Lack of leadership self-responsibility & self-
accountability
Need to be popular and liked (aka codependency)
Weak delegation skills
Focus on activities, not results & values
Systemic reasons/functional conflicts
Lack of associated rewards/consequences
Using hope as a strategy
Responsibility Accountability
“You do it.” “You answer for it.”
Before After
Few results Many results
What?
Levels
5 Success Factors
Organization
Peer/
Team
Personal
What?
Levels
5 Success Factors
Do you have
what it takes to
create
accountability?
Goals & Strategy
Culture
Leadership Skills
PeoplePractices
Mindset
#1: Leadership Mindset
Quiz
When you think of the word
accountability, what thoughts,
feelings and associations come
up for you?
Purpose & Vision
Identity
Beliefs
Values
MAPs
80%
70%
55%
30%
90%
Be
hav
iors
& R
esu
lts
Who you are
Who you perceive yourself to be
IDENTITY
POLL
How’s the pace of this
webinar?
A. Much too slow
B. A bit too slow
C. About right
D. A bit too fast
E. Much too fast
What you believe?
BELIEFS
It causes conflict.
It’s about blaming people.
“Who am I to tell them what to do?”
“I won’t be liked.”
“Trusting employees will get it done and that’s enough.”
What’s important to you?
VALUES
Is accountability
a value within your
company?
THE TRAP:
When do your values
become a
liability?
What motivates you?
MAPs(Motivation & Attitude Patterns)
Primary Motivation Drivers
Pattern Strength Pitfall
Power• Gets things done
• Takes charge
• Over control
• Can offend others
Affiliation• Teamwork
• Cooperation
• People pleasing
• Overly influenced by
unhappy employees
Achievement• Success oriented
• Challenges others to
stretch
• Over-drive
• Ignores needs for
employee buy-in
Relationship to Norms/Rules
Pattern Strength Pitfall
Assertive• Willing to tell others
expectations
• Golden rule
• Too bossy
• Over-rigid rules
Tolerance• Lets others do things
their way
• Honors uniqueness
• Too much autonomy
• Difficulty holding others
to same rules
#2: Goals & Alignment
Are your goals
exciting
and
motivating?
Company Goals
Success Measures/Metrics
Personal Performance Goals
Expected *Results*
Coaching + Evaluations
Accountability Results
#3: Culture
Culture is
EVERYTHING.
Teach the skills
Hire for
motivation and
culture “fit”
Ideal Culture
Identity, Values & Beliefs
Valued Behaviors Expectations (measurable)
MAPs Assessment
Coaching & Evaluation
Accountability Behaviors
#4: Leadership Skills
Effective
Delegation …
The difference maker
Are you
delegating?
OR
Are you
dumping?
Why delegate? (benefits)?
When/to whom and what do you delegate? (decision criteria)?
What do you believe are critical success factors in effective delegation?
How do you delegate? (steps, communications, considerations, etc.)
What stops you from delegating?
What do you believe are barriers to delegating from employee perspective?
Internal Blocks
Perfectionism
Enjoyment
Not Valuing Your Time
Fear of Loss of Control
External Blocks
Competency Blocks (employees)
Not Having Necessary Skills (leader)
#5: People Practices
QUESTION:
Who would you rather hire?
Someone who …
Has needed job skills
OR
Can deliver required results?
Why
Traditional job descriptions
don’t work
Focus on end results and values behaviors, not the person
Key questions: what should he/she accomplish (not do)? What valued behaviors must he/she demonstrate?
Define success = top “x” number of performance measurable results + valued behaviors
Provide benchmark for “A” performance
For shared accountabilities, define individual’s contribution, plus lead/support role
Link to the hiring process and contribution management process
Results+
Values
Recognition
Rewards
Consequences
Align people practices to expected results & values.
What?
Levels
5 Success Factors
Results
+
Valued Behaviors
Do you have
what it takes to
create
accountability?
Goals & Strategy
Culture
Leadership Skills
PeoplePractices
Mindset
Follow-up with questions
Request bonus: delegation effectiveness
Schedule Leadership Strategy Session
Picture: oatsy40 on Flickr
Clarify your goals and desired outcomes
Identify “real” issues holding you back
Learn from others’ success stories
Gain outside perspective how to move
forward
Identify next steps and plan of action
To schedule:
www.EmpoweredBusiness.com/free-
leadership-edge-strategy-session
Parting Words
Final Q&A
Contact Us!
Linkedin: www.linkedin.com/in/denisecorcoranTwitter: @DeniseCorcoran4
Facebook: www.facebook.com/denise.corcoran.902
650-348-1842
