Building a culture of accountability is key to organizational success. People that embrace accountability at work are happier employees — they're high performing, more motivated, more invested in company goals and more productive overall.
Of course, accountability doesn’t always come naturally — and you can’t force it. But as a leader, you can encourage, promote and reward it. And you can give your employees the tools they need to understand how it works.
This LIVE, virtual workshop provides the strategies you need to coach your employees to high performance. You’ll learn how to clearly define performance standards, establish specific and attainable goals, connect with employees regularly and create accountability plans to track performance and review progress. Best of all, you’ll become a stronger leader — able to confront and manage performance problems, provide useful feedback and avoid common performance management mistakes.
Program time: 3 hours
Session 1: Establishing Job Responsibilities and Setting Goals
- Define performance objectives and identify expectations, based on job requirements
- Assign employee roles and explain how they function within the company
- Establish goals with employees and monitor their progress
- Identify areas of employee accountability and encourage them to commit to supporting the team, project and goal.
Session 2: Supporting a Culture of Achievement
- Learn how to motivate employees through high levels of communication.
- Create accountability plans with each employee that measure and track performance.
- Build an environment that supports accountability and encourages trust and collaboration.
- Describe ways you can help inspire a culture of achievement
Session 3: Managing for High Performance
- Confront and manage performance problems effectively.
- Learn methods to make giving feedback feel natural.
- Discover strategies to avoid common disciplinary action errors.
- Coach employees to help them overcome challenging situations
The Basics of Employee Accountability
- Finding out if your employees really know what’s expected of
them – or if they’re scraping by thinking they’re doing a great job
- Consistency: the absolute #1 key to employee accountability
- Promoting a sense of accountability in employees with different
backgrounds and values
- How a lack of personal responsibility negatively affects your
Establishing Clear Benchmarks
- Determining individual goals for everyone on your team
- Defining expected results and outlining paths to reach them
- Facts and figures: the importance of quantifiable metrics – and
how to establish them for any position
- Establishing a clear standard to hold everyone to
- Consequences: how to handle employees who aren’t meeting
Delivering Effective Feedback
- Pointing out problems and trouble spots without hurting
- Constructive criticism – how good intentions can sometimes
cause bad feelings
- Do it now: why it’s better to give feedback immediately rather
than wait until later
- Praise-criticize-praise: a three-step plan for softening the blow of
- Tailoring your message to each individual and why the same
approach won’t work for everyone
Fostering a Culture of Accountability
- Rewarding success: encouraging employees to embrace
- Leading by example – and how to get others to follow
- Do as I say, not as I do; or why executives and managers who
don’t take personal responsibility can’t expect their employees to
- Creating a work experience that instills the right beliefs and values
- Positive reinforcement: rewarding employees who take
Overcoming the Blame Game
- Pointing fingers – the negative impact it has on morale
- Understanding why people point fingers instead of taking
- The impact of attitude on the workplace and how a blame shifter
can drag everyone down
- How to handle an employee who never takes responsibility for his
or her failures
- “I was wrong”: strategies for getting employees to acknowledge
and say these three difficult words
Overcoming Resistance and Getting Employee Buy-In
- Getting employee commitment and buy-in to goals,
achievements, and expectations
- Managing resistance: how to position employee accountability as
a win-win for everyone on the team
- Tips for handling sensitive and uncomfortable performance
- Getting employee commitment when transitioning to more
- How to handle that employee who just won’t cooperate
Cancelation Policy: If you cannot attend an event, you may send someone else in your place. If that isn’t an option for you, cancellations received up to five working days before the event are refundable, minus a registration service charge ($10 for one-day events; $25 for multiple-day events). After that, cancellations are subject to the entire seminar fee, which you may apply toward a future seminar. Please note that if you don’t cancel and don’t attend, you are still responsible for payment.