Bill Harrison - Accountability Continued 2
This is a follow-on newsletter from the last two month’s topic of accountability. It might be a plus to review the September and October newsletters as we wrap the subject of accountability up in this one.
Are you able to establish crystal clear lines of accountability? Can you stick with them – every day, for everyone? Consistency of application is a key to holding everyone accountable. That is why you must be careful when you establish consequences for someone who is not accountable at any given time.
We are talking about how we handle most of our employees most of the time. On any given day, any team member, or yourself, can make a mistake. The reasons are legion, aren’t they?
The best first step when this happens is to have a one-on-one conversation with that person. Too many folks fear a confrontation and they skip this step, right? They just hope it is a one off and it will go away. When you ignore it everyone else notices as well.
If you recognize many of these “failures” are temporary, then we have a place to start. Most folks want to do a good job every day, but life happens.
It is critical that you not overreact. That happens when we lose our perspective and go off half cocked.
We are not talking about the team member who should definitely not be on our team. They keep making the same mistakes and are a rotten apple in our barrel. But then, how long have you been putting up with it? When was the first time you should have talked to them? How long has this behavior been lingering? Getting the message?
As a supervisor, manager, or leader, what happens when you screw up? It happens. Maybe you stopped checking the trucks when you said you were going to do it once a week. But stuff happens, right?
This is critical – fall on your sword and take responsibility and hold yourself accountable. Just admit you have failed to do something you said you were going to do and let the team know you are back on track. They will have respect for you when you accept responsibility. Otherwise, when you talk, they just hear blah, blah, blah. Check the previous newsletter.
I trust this series of newsletters on accountability has been helpful. As in most areas, the guidelines are simple and common sense but aren’t always easy.
Have any questions or feedback let me know.
The Phoenix Leadership Institute, LLC
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Gainesville, VA 20155
Tagged:Teamwork, Workforce Development