Got a conflict-avoidant client and not sure how to help them? I want to give you some message points to help them understand why holding their employees accountable is in everyone's best interest and some ideas on how to equip them to more effective.
Holding people accountable for results is about providing the conditions for an employee to freely choose whether to meet or exceed expectations and experience the resulting consequences (positive or negative) of their choices. It is not about communicating blame, frustration and/or disappointment in a monthly meeting or performance review.
A leader who holds his or her employees accountable is treating these individuals as self-directed, empowered responsible adults.
Other benefits of increasing the accountability in others include:
Walk your clients through these four phases to holding people accountable:
Phase 1 (Define Expectations): They cannot hold someone accountable for an expectation you have not communicated.
Phase 2 (Praise and Correct): They need to verbally let someone know if they are on track with regards to your expectations. Performance reviews or discussions of performance problems should never be a surprise.
Phase 3 (Rewards and Consequences): The right behavior needs to be reinforced and the logical consequences for poor performance should not be interfered with.
Phase 4 (Review and Refine Expectations): Implicit changes to performance expectations need to be communicated explicitly.
If they are not getting the performance they need from their direct report, have them undertake the following seven steps:
Your job as a consultant is to equip and empower a leader to faithfully execute their leadership responsibility for accountability and not do it for them.
To be a great leader, your client has to learn how to step out the way and let their employees make their own choices and live with the repercussions. Letting someone experience the full weight of what they decide to do with their performance may hurt them, but doesn’t harm them. However, interfering with the natural consequences for nonperformance will harm them in the long-run. Letting individuals see the truth and telling them the truth with gentleness and grace is a gift a leader can provide his or her employees.
1. Grab the actual tool I use to help executives clients pinpoint the root causes to performance gaps...in as little as 5 minutes. Armed with this tool, you'll know exactly how to advise your clients on the best ways to improve performance in their organization.
2. Do you need help attracting and landing clients that you can offer high-paying, strategic leadership solutions to? If so, our agency is here for you. Our customized programs are designed to help you consistently meet and impress the clients you can do amazing work with. Check out our proven roadmap to accelerated consulting success and if our strategic approach looks good to you - let's chat about partnering!
Behind-the-scene secrets from our biggest consulting successes, expert interviews, mini execution plans, actionable tips, invites to live webinars and SO MUCH MORE, delivered to your inbox for a...
Behind-the-scene secrets from our biggest consulting successes, expert interviews, mini execution plans, actionable tips, invites to live webinars and SO MUCH MORE, delivered to your inbox for a weekly dose of consulting inspiration!