When we are accountable, there are a host of benefits:
Trust – people trust people that are accountable to their word.
Predictability – when we can count on others to be accountable, we can start to predict outcomes.
Conflict Reduction- many organizational conflicts come from missed expectations or missed promises.
Improved Performance – people can count on others to do their job, so they complete their part and more gets done.
If you are the leader, it is incumbent on you to get your message across. You need to own it if it falls on deaf ears. This isn’t very hard. It requires you to slow down just a bit and to think through:
If you want employees to be engaged, to quit complaining, if you want them to stop unionizing efforts… You just need to give a SH%#.
This is not always easy, but you can create a culture of candor and accountability. You do it through practice and habit. When you understand the psychology, structure, and cadence of communication, you can leverage this to drive performance.
We all know those people. They might be friends, they might be colleagues, they might be potential partners. They are chronically late! Not by a couple of minutes but by 15 – 30 or even blowing off the meeting at the last minute because something “important” came up. If this…
Google “burnout” and you will find 85.6 million opinions on it. Most of which will say something like: Take a break Try Yoga Drink less caffeine Exercise Eat right As if it is the individuals issue and problem. A deeper look at burnout in organizations points to organizational structure…