ACCOUNTABLE LEADERS CREATE ACCOUNTABLE TEAMS

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Education & Training with Performance Development Strategies

If you want to know why your team is not accountable for results you might want to look at  how you are helping them become accountable.  You would want to start by creating a culture of accountability. The best way to accomplish is to create the culture where teams feel motivated to achieve goals. Dwight Eisenhower said, “Leadership is getting people to do what you want them to do because they want to do it.”   Many times, we fear having a discussion about results and performance because we feel we will not change behavior and we might create alienation. However, we will have continued failure if we do nothing and refuse to hold people accountable for results.

How does a leader hold members of the team responsible for performance? What about a member who needs help but fears asking for help? The results can be devastating when we fail to have accountability discussions.

We need to talk things out about goals and measured results. This would involve:

    1. Agreeing on a task or a goal
    2. Setting a time limit
    3. Deciding on measurement and writing it down
    4. Following up

The leader should help the team member decide why this goal is so important. Many times we need to illustrate WIIFM (What’s in it for me.) What are the benefits of this goal achievement? What will be the consequences of non-achievement? Then make sure we know the root problem or obstacle standing in the way. And finally, we must follow up. Where was the promise not fulfilled or where did the disappointment occur? How can we correct this? Let’s talk it out.

I had the opportunity to test the accountability issue recently with one of my restaurant chain clients. We were doing cascade meetings of the results of an employee engagement survey. The staff had identified things that made it harder for customers to do business with the restaurant chain. They also felt they were not informed on certain things that affect their ability to do their job.

Here is how they are fixing these things, getting the staff engaged, and holding them accountable. Here is also how the staff wanted to be held accountable.   Management is inviting the staff to work on goal planning for the chain. Part of goal planning involves identifying the possible obstacles to attaining the goals and then brainstorming for all possible solutions. Who is better to talk about obstacles and solutions than the people who are closest—the staff. The next step will involve outlining action steps and assignment of duties. Staff and management will work on this together and agree on who is accountable for what.

 

Accountability

In the end this will result in a double win for staff and the organization. The staff has a say and understands the values and goals of the organization. But the staff is a stakeholder in this whole process. There is shared responsibility with management. When everyone has accountability, positive results are assured. Both management and staff are fully engaged.  For a similar post on our web site see CREATE A CULTURE OF ACCOUNTABILITY.

Learn to create a culture of accountability with your leadership

Contact us to learn more

or call 914-953-4458.

 

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Topic:
Real Estate Best Practices
Location:
New York Westchester County
Groups:
Coaching and Mentoring
Tags:
accountability
holding your managers accountable
holding your team accountable
everyone has accountability

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Ambassador
3,874,302
Kathy Streib
Room Service Home Staging - Delray Beach, FL
Home Stager - Palm Beach County,FL -561-914-6224

Hi Grant- Holding employees accountable is so important. They have to know that what we ask them to do is important and why it is important. 

Jul 22, 2019 07:15 PM #11
Rainmaker
1,921,891
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Nina - it all begins at the top with the leader for sure.

George - oh yes, you have got that one right!

Brian - that is call do as I say not as I do.

Will - thank you once again.

Sheri - coaching and counseling sometimes falls by the wayside, unfortunately.

Ron and Alexandra - outstanding discussion to have in your mastermind.

Kathy - they do have to know it is important and that is the leaders role to involve them.

Jul 22, 2019 07:34 PM #12
Rainmaker
2,917,357
James Dray
Fathom Realty - Bentonville, AR
Exceptional Agents, Outstanding Results

Morning Grant.

We are on course for a record year.  While I don't take credit for much of anything, I do credit our success to those agents who are knocking it out of the park.  It works for me

Jul 23, 2019 01:22 AM #13
Rainmaker
1,921,891
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

James - congratulations on your outstanding year.

Jul 23, 2019 05:59 AM #14
Rainmaker
1,305,044
Wayne and Jean Marie Zuhl
Samsel & Associates - Clark, NJ
The Last Names You'll Ever Need in Real Estate

Our office has been experiencing some growing pains. I think some of that is the result of searching for the balance between accountability and the fact that we are independent contractors. I think you're telling me that the secret to solving this is buy in by the participants.

Jul 23, 2019 06:28 AM #15
Rainmaker
1,921,891
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Wayne and Jean Marie Zuhl - the buy in is part of it.  If you hire someone make sure, however, that they share your values.

Jul 24, 2019 05:49 AM #16
Rainmaker
771,498
Norma J. Elkins
Elite Realty Group - Morristown, TN
Realtor - Elkins Home Selling Team

Accountability is so important.  Here at our office we have accountability partners that we meet with once a week.  Our broker, my son, also runs a pretty tight ship.  He expects great things out of our agents and if someone doesn't fit exactly into our standards for outstanding service we end up parting ways gracefully.  

Jul 24, 2019 07:15 AM #17
Rainmaker
4,083,916
Joan Cox
House to Home, Inc. - Denver Real Estate - 720-231-6373 - Denver, CO
Denver Real Estate - Selling One Home at a Time

Grant, if the leader does set the tone, no one below them will for sure get it.  Great post.

Jul 24, 2019 05:43 PM #18
Ambassador
3,874,302
Kathy Streib
Room Service Home Staging - Delray Beach, FL
Home Stager - Palm Beach County,FL -561-914-6224

                                    

                                                 Thanks, Grant!

Jul 27, 2019 06:53 PM #19
Rainmaker
3,816,476
Dorie Dillard CRS GRI ABR
Coldwell Banker United Realtors® ~ 512.750.6899 - Austin, TX
Serving Buyers & Sellers in NW Austin Real Estate

Good morning Grant Schneider ,

What am excellent post I'm so glad that Kathy Streib featured it in her "Ah-Ha" moments for the week. The leader is the key in how they set the tone and bar for the team. Accountability is mandatory and it does start at the top!

Jul 28, 2019 06:59 AM #20
Rainmaker
1,921,891
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Norma - it is important for everyone to have an accountability partner.

Joan - and the leader need to set the accountability example.

Kathy -  Thank you so much.  I appreciate it.

Jul 28, 2019 07:00 AM #21
Rainmaker
1,921,891
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Dorie - Thank you so much.  I aways appreciate your support.

Jul 28, 2019 07:03 AM #22
Ambassador
1,853,450
Debb Janes EcoBroker and Bernie Stea JD
ViewHomes of Clark County - Nature As Neighbors - Camas, WA
REALTORS® in Clark County, WA

Even in our two-person equal partnership, we have accountability meetings to ensure we are staying true to our actions and goals. Accountability to oneself is important, but it's easy to slip from time-to-time. 

Jul 28, 2019 07:09 AM #23
Rainmaker
1,921,891
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Debb and Bernie - a two person team is great for accountability with each other.

Jul 28, 2019 07:45 AM #24
Rainmaker
3,133,850
Kristin Johnston - REALTOR®
RE/MAX Realty Center - Waukesha, WI
Giving Back With Each Home Sold!

Great post! I can see why Kathy chose to highlight it this week!

Jul 28, 2019 07:54 AM #25
Rainer
42,775
Leanne Smith
Dirt Road Real Estate - Golden Valley, AZ
Relocation to NW AZ with elbow room & more freedom

Again some great insight Grant Schneider. Thanks for sharing.

Jul 28, 2019 08:59 AM #26
Rainmaker
1,015,187
Sam Shueh
(408) 425-1601 - San Jose, CA
mba, cdpe, reopro, pe

If you are refering to the boss at capitol I can understand. If you talk about broker, ours retired no one has met the new owner yet. 

Jul 28, 2019 11:06 AM #27
Rainmaker
1,921,891
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Kristen - thanks I am glad you find it useful.

Leanne - accountability and holding others accountable.

Sam - none in particular but the shoe fits many.

Jul 29, 2019 05:09 AM #28
Rainmaker
1,678,967
Lise Howe
Keller Williams Capital Properties - Washington, DC
Assoc. Broker and Attorney Licensed in DC, MD, VA,

Bringing good people on board is only the first step - then we have to train them, get buy in to our vision so that it becomes their viion too and hold them accountable - not easy but worth it 

Jul 29, 2019 06:47 AM #29
Rainmaker
3,205,097
Endre Barath, Jr.
Berkshire Hathaway HomeServices - Beverly Hills, CA
Realtor - Los Angeles Home Sales 310.486.1002

Grant indeed it starts at the Top, I have always believed in the theory that Leadership consists of Leading by example and indeed I hold myself accountable.... quick example we walk our dog four times in 24 hrs twice Diane and twice I do... neighbors are amazed... but we noticed they start to follow our example on a smaller scale....Endre

Jul 29, 2019 09:58 PM #30
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