Mindmap-Book: WinningWithAccountability

Mindmap-Book: WinningWithAccountability

• Assessment
  • My Organization’s Language: We use very specific deadlines when discussing upcoming work.

    My Organization’s Language: We are clear about what outcomes we are working to create.

    My Organization’s Language: Roles and responsibilities are clearly defined when we assign tasks

    My Organization’s Behavior: Our Team members deliver projects exactly as they had been requested (deliverable).

    My Organization’s Behavior: Our team delivers “on time, every time” in the eyes of our internal and external customers.

    My Organization’s Behavior: Our team members take responsibility for their own outcomes and performance.

    My Influence: I give constructive input to my teammates in an emotionally intelligent way, even if it may be tough for them to hear.

    My Influence: I receive “first hand” constructive input from my teammates when I have failed to meet their expectations.

    My Influence: I participate in meetings and other interactions where I may influence the mood and commitment of other people.

• Performance Management Process
  • Strategic Plan
    • Vision
    • Mission
    • Goals
    • Core Values
  • Planning
    • Position Planning
    • Settin performance standards
  • Managing
    • Team communication
    • Day-to-day feedback and recognition
    • Analysis of behavior
    • Feedback coaching
    • Investigative coaching
    • Performance coaching
    • Disciplinary action
  • Evaluation and Goal Setting
    • Assessment of job performance
    • Setting employee strategic goals
    • Setting personal development goals(work related)
    • Performance improvement plans/goals
    • Holding employees accountable
• Advantages of Frontloading Accountability by Setting Goals and Expectations
  • Performance increases.
  • Resources better allocated when everyone knows their role.
  • Job satisfaction increases.
  • Trust grows and relationships are strengthened.
  • Outcomes improve qualitatively and quantitatively.
• How Everything Fits Together
  • PLAN-Establish priorities and goals linked to vision and mission. Establish department, unit and discipline goals linked to college priorities.

    EXECUTE-Deliver programs and services.

    ASSESS-Assess goal achievement.

    REFLECT-Analyze and use results to plan further improvements. Make changes as required.

• The Secret of Successful Organizations
  • Install accountability on the front end to
  • Nurture better relationships
  • Eliminate surprises
  • Increase job satisfaction and job performance
  • Improve productivity and effectiveness
• Functional Competencies
  • Competency is behavior/skill required for success.
  • Functional competency is behavior/skill related to job type or department.
  • Competency establishes expected behavior/skill level.
• Personal Development Goals
  • Enhance knowledge, skills, abilities and behaviors.

    Improve work performance in current role.

    Enhance ability to compete for future opportunities.

    Aligned with a competency or a core value.

    Improvements result from reading, taking classes, attending seminars, hands-on practice, project or task team work.

• The Power of Intention
  • Focus on helping individual perform at a higher level.
  • Focus on helping the individual succeed.
  • Remember the role of the coach is to help the individual and the team succeed!
• Clear Expectations
  • Paint a picture.
  • Are measureable.
  • Clearly understood by receiver and sender of request.
  • Replace ambiguity with specificity.
• Getting Specific
  • Date and time specificity creates clarity.
  • Deadline is when work is due.
  • Timeline is when the work will get done.
  • Timeline is more important than deadline.
  • Time management is critical.
  • Include relevant information and details.
  • Paint the picture of the outcome.
• Ensuring Clear Expectations
  • Determine if individual can reflect the essence of what you said.
  • Ask “How do you interpret what I just said?”
  • Ask “What does this look like to you when it is done?”
  • Clear Expectations PRACTICE ACTIVITY
• Definition of Accountability- Moving Strategy to Reality
  • Willingness to accept responsibility for one’s actions
  • Commitments that “in the eyes of others” have been kept.
  • Continually asking “How am I doing?”
  • Sender and receiver provide crystal clear expectations. Both are responsible.
  • About high performance not fear or stress.
• Creating Accountability
  • Clear expectation
  • Getting specific
  • Establishing ownership
  • Going public
• Follow Up Techniques for Enhanced Accountability
  • Schedule tasks/actions as meetings on your calendar and commit to them like other meetings.
  • Use calendar tool in Windows to document dates to check in or track progress.
  • Review the timeline periodically to ensure it is still reasonable.
  • Share accountability by checking in and encouraging/coaching between milestones.
  • Develop relationships.
  • Use the language of specificity.
• Something to Think About
  • Start a crusade in your organization-Have the courage to learn, the vision to lead and the passion to share.
• Unit Plans
  • Goals
  • Outcomes/Objectives
  • Measures and Findings
• Strategic Goals
  • Aligned to support the strategic plan.
  • Based on the goals of the department /work group.
  • Specific tasks and activities.
• Setting Goals
  • Descriptive title
  • Identify results
  • Include measurement criteria to determine successful completion
  • Date expected to be completed
  • Indicate which competency, core value or strategic goal it supports
• Clear Expectations Through SMARTER Goals
  • S-Specific-break down into specific pieces

    M-Measureable-quantitative or qualitative way to identify change or improvement

    A-Attainable-resources, materials, skills, time available

    R-Results Oriented and move us closer to the outcome or goal. Aligned with the strategic plan. Describes what the process or service will look like and/or how the customer will be impacted after the goal is complete.

    T-Trackable and Time-oriented-set milestones/follow up dates and expected completion date

    E-Ethical-Legal, moral and in alignment with core values

    R-Recorded-Record or persons should be in place from which/whom the employee may seek guidance.

• Establishing Ownership
  • Each task has one owner.
  • Buck stops with project owner (manager) even if you delegate every task.
  • Model ownership yourself.
  • Competency first, bandwidth(time) second.
• Going Public/Sharing Accountability
  • Accountability begins when someone else knows about task.
  • Establish accountability partner to check-in.
  • Accountability goes upstream and downstream.
  • Go first and share your commitments with others downstream.
  • Communicate the truth (with tact and diplomacy!) upstream.
  • Accountability builds relationships. Develop relationship capital in good and bad times.
• The Manager’s Role in Accountability
  • Frontload expectations with clear expectations, clear dates/times, clear ownership and shared understanding.

    Use your power to focus on the solution (reverse a negative direction).

    Look in the mirror and self-evaluate.

    Align thoughts and feelings with desired outcomes/goals.

    Model what you wish to achieve.

• What to Ask When Things Go Wrong
  • Did I communicate clear expectations?
  • Did I include the right people in initial discussions?
  • What could I have done better?
  • Continuous Improvement PRACTICE ACTIVITY
• Next Steps
  • Develop list of preliminary goals for yourself (without detail today-add detail when get back to office)

    Develop goals with your team/team members.

    Review your calendar-How did recent commitments compare to language of specificity?

    Make corrections where specificity is lacking-add missing information and details; paint the picture of a successful outcome.

    Share your commitments so others can hold you accountable.

    Model accountability with others.

• About The Book
  • Title: Winning With Accountability
  • Author: Henry J. Evans
  • Chapters: 8
  • Pages: 96
  • ISBN: 978-0981924205