3 Steps to Building an Accountable Organization

"He that is good for making excuses is seldom good for anything else."  Benjamin Franklin

Today we hear a lot about accountability, but it appears that holding people responsible for their behavior and their actions is a lost art.  Accountability, too many times, seems like a corporate buzzword. True accountability is when you are held responsible for your actions and the decisions you make.

Accountability may not be as easy as 1-2-3, but here are 3 steps that can result in an accountable organization.

1.  Provide Clear Expectations - You cannot hold someone accountable if they do not know what they are being accountable for. The clearer the goals and expectations, the less time you will spend managing poor performance or misaligned expectations.

2.  Monitor and Measure - Setting clear goals with the appropriate metrics allows employees to know how they are doing and whether they are meeting expectations. You need information if you are going to measure their performance. It also allows them to know how they are doing against stated goals. This is also a good time to provide constructive feedback.

3.  Don't Compromise - If there are consequences for not meeting expectations, you must, for the good of the organization, hold people strictly accountable for the results.  However, if they are consistently meeting expectations, they should be rewarded for their performance.

Lastly, before you can hold anyone accountable you must hold yourself accountable. 

Leaders who don't lead

I think all of us have either worked for or have observed individuals in leadership positions who don' t lead. Some are reluctant leaders, some are leaders who have been placed in leadership because there was no one else to fill the role. Some individuals have been placed in leadership because they have "time and grade."  I consider this sad because in many cases their failed leadership can have  a negative impact on the people they are to lead.

The  inspiration for this post originated from a conversation I had with a friend who shared a story about a great employee who was literally torn down by a manager who said to her "I thought this team would be a disappointment and I was right."  What this manager failed to remember is that she selected the team she was complaining about. The problem, as I see it, is twofold.

One, she lacked ability to train her team properly in how to do their respective jobs.

Two, the problem is not with her people, but her inability to set the right expectations.

Ultimately, when a team fails, it is not the team that has failed, but the person who is leading.  Leaders who don't lead fall behind, and they can take a lot of good people with them.

Sometimes the ones in the front should be in the back, and the ones in the back should be brought forward.  True leaders lead!

Great Expectations

One day while traveling on our rapid transit system, I overheard two women talking about their jobs. During the conversation one of them expressed her total dissatisfaction with her employer, to be specific, her boss. She stated that her supervisor was unrealistic in his expectations of her. He provided no clear direction, few resources and did not appreciate her efforts. Does this sound familiar?

It is said that people do not leave their jobs because of the company, but because of the managers. The problem is that in the current market, not many are leaving their companies voluntarily, so they are more likely to put up with poor leadership, at least until the market changes.

In order for companies to be positioned for the eventual economic turn-around, they will need a highly skilled and talented workforce. The successful company will place a high value on its people process. (How does the company attract, hire and retain high quality talent that fits with its Operations Plan?). One way is a Performance Management system that consistently measures the performance of the employee.

Seven Success Factors for effective Performance Management

~ Make sure the employees know what is expected of them each and every day. The expectation should be clearly articulated by the employees.
~ Give them the opportunity to do what they do best every day, to play to their strengths.
~ Give them the tools and resources they need to succeed.
~ Develop clear goals that support the company’s overall goals.
~ Develop metrics that support and track the employees’ performance against established goals.
~ Implement a rewards system that rewards the right behaviors. Remember it’s not just about money.
~ Take the time to meet with employees individually, at least monthly, to discuss their performance and to give the appropriate feedback.

I am convinced that the two women I overheard on BART would have had a different conversation if they were exposed to an effective Performance Management system.

Do you know what is expected of you?