Time and time, we all discussed accountability; we all know that it is essential to success and continuous growth in any business. Accountability in the workplace may vary from employee to employee. Regarding actual working terms, accountability may be affected by various reasons. For example, some employees may pull out different reasons for not being able to be transparent because they might not feel comfortable. Even though you have taught them well about accountability and how it can impact their working style and performance if they follow it, they still need to follow some parts of accountability. Employees in the companies are following the golden rules of accountability, but still, there is something still needs to be added. Then what do you do? Then how do we realize what the employees need to follow appropriately? How do you fix the problem? So, to fix the problem, the first step is to identify the problem. So, today we will discuss how we can identify the problem first.
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Accountability is a concept that must be taught repeatedly; then only, employees will be more accepting to shift towards accountability. The shift may not happen at one training session; therefore, it must be re-enforced to see where the employee is lacking behind. Another way of conducting practical training is to hire an external accountability coach who would talk about it at length with every employee, share his experience, and connect with the employee at their level of understanding. Once you sign up with a coach, you hire them for multiple training sessions that can be reconnected at every stage, like stage one or two training, until the employees fully understand and accept the concept of accountability.
As the employee has already undergone an accountability training session, now is the perfect time for him to demonstrate those angles of accountability, which he was already missing out on. Even after one session, it is not sure that he would change completely, and then the manager can quickly figure out the difference that he observes before and after the training sessions.
This is a critical stage where the manager has observed the improvement, and he can still observe the challenges that the employees face or are unable to deliver the desired results. This feedback session is when the manager can highlight the positives and negatives about the employee. As he has undergone the training session, the employee is now more accepting of feedback, and he will be more open to these sessions as he understands that it will only help him to improve.
Numerous discussions with the team can help the manager realize the problem the team is facing. He can still highlight the accountable actions and decisions they take as a team, whether the team members are working properly together, and whether they can move on from the differences. Once the manager sits with the team and learns to understand them, then only he can figure out more challenges they face regarding being accountable.
Regular training and coaching sessions can help them realize the mistakes they have been committing, along with how and where they can improve. When an external coach delivers a message from his experience, he ensures that he connects with the employee at their level. As he explains scenarios from his experience, employees can now relate to and learn from their mistakes and the coach’s examples.
After demonstrating their work improvement, the manager discusses the lack of accountable behaviour with the employee or the team. It allows them to learn from their mistakes. Feedback sessions often provide more opportunities to develop and grow.
Open discussions with the manager while goal setting, daily meetings, or even brainstorming sessions can help employees or the team look into various aspects of accountability and how they can learn and improve.
Accountability as a mind shift doesn’t come in one go. It has to be reinforced repeatedly; this way, you and the employee can identify the leaks and then later can help them resolve them. Even if the employee has been working with the organization for many years and has understood accountability, the contributing factors can still impact his accountable actions and decisions; therefore, feedback sessions, open dialogue, or team meetings can help identify the challenges they are facing, and then appropriate actions and decisions can be taken to resolve the issue. Communication and coaching here play an essential role, but being a good role model as an account manager can work wonders in front of your team members.
Darren Finkelstein, The Accountability Guy®, is the founder of TICK THOSE BOXES, a specialised accountability coaching practice. Darren is a formidable international accountability coach, business advisor, mentor, and author/speaker, fostering development and measurable results in entrepreneurship, leadership, and accountability. Darren’s tale is one of perseverance, self-reinvention, and resilience.
With compelling execution, Darren has empowered high-achieving individuals and teams from Australia and New Zealand to Latin America, Europe, Asia, the UK, and the US to embrace accountability; after all, it is your superpower.
Darren’s one-on-one and group coaching programs are based on his bestselling business book, “The Accountability Advantage – Play your best game” and the latest, release “NO’ – Building a life of choice without obligation”.
Darren has an impressive background in business, having held the role of “Manager of Commercial Markets” at Apple Australia during the Steve Jobs revolution.
He enthusiastically “walks the talk,” having also successfully sold and exited his lifestyle businesses, which served as the impetus for establishing his coaching and mentoring business.
Join Darren on this transformative quest to accomplish the remarkable.
Read Darren’s full bio here:
https://tickthoseboxes.com.au/about/
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