Build a Culture of Accountability: Five Ways to Enhance the Level of Accountability...
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Build a Culture of Accountability: Five Ways to Enhance the Level of Accountability in Your Organizations 'By making your employees more accountable, you make your organization more productive.' - Jack Welch NEW YORK, Aug. 18 /PRNewswire/ -- Holding people accountable for results is the foundation of an organization's performance; it's management 101. Yet it appears there is a gap between knowing and doing. A new study conducted by OnPoint Consulting (www.onpointconsultingllc.com) surveyed 400 leaders and found that 40% report that employees in their organizations are not being held accountable for results. "We were surprised to find how pervasive this really is, particularly because few factors negatively impact morale and productivity more than the perception that others are not held accountable for results," says Darleen DeRosa, managing partner at OnPoint Consulting, a firm that specializes in organizational and leadership issues. Why do some organizations succeed at instilling accountability as a core element of their culture and others fall short? What can leaders do to create a culture of accountability? "Our research on top performing companies identified five actions that have the greatest impact on an organization's ability to build a culture of accountability and achieve results," says DeRosa: 1. Translate strategy into specific objectives. Beyond developing a shared picture of the company's strategic direction, it is necessary to clarify priorities and translate these into specific department goals. This increases the likelihood that implementation plans will be targeted toward high impact outcomes. In addition, clear department goals facilitate goal-setting at the individual level, which enhances accountability. 2. Coordinate actions across levels and work units and follow up on progress. Coordinating and monitoring activity is a critical aspect of execution and is an essential ingredient for building a culture of accountability. It's how companies keep people focused on high-priority goals and actions. The most effective leaders are ruthless in monitoring goals and reinforcing appropriate actions and behaviors. 3. Provide accurate and timely information to employees. This involves clear communication about strategic priorities, as well as ongoing dialogue between managers and their direct reports. Goal setting and coaching are key elements of most organizations' performance management systems, yet too often, this is viewed as an administrative, HR-driven activity, rather than a tool to help achieve results. When managers view performance management as a tool to drive business results they are more successful in creating a culture of accountability. 4. Ensure that your actions are consistent with company objectives, values, and priorities. Leaders can't expect people to trust or follow them if they are not willing to live by the same values and support the same priorities that they require of others. If leaders expect people to be accountable, they must model this behavior and take swift action when people fail to deliver results. 5. Clarify expectations and head off potential problems. Effective managers use three simple techniques to drive accountability: -- Clarify exactly what needs to be done -- Establish a specific date for when the task needs to be completed -- Agree on checkpoints to review progress These actions are based on three fundamental premises: -- Never assume people know what's expected of them. Even experienced employees will not know what unless these expectations are clearly articulated. -- Don't just talk about ideas. Avoid the pitfall of talking about an idea, but not agreeing to actions and accountability. -- Don't ignore when someone has dropped the ball. It is critical to provide timely feedback and help people understand what caused them to miss a commitment and, even more importantly, identify what they will do differently next time. While it is not easy to create a culture of accountability, it is critical for business success. Editors: For a copy of the complete article or to arrange an interview, please contact Darleen DeRosa at 203.488.1702 or email@example.com. SOURCE OnPoint Consulting Darleen DeRosa of OnPoint Consulting, +1-203-488-1702, firstname.lastname@example.org
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