Marlene Chism, Author, No-Drama Leadership: How Enlightened Leaders Transform Culture in the Workplace A CEO once told me during a coaching session to discuss unusually high turnover, “We have a high accountability culture and some people just don’t like being held accountable.” One reason accountability does not work is because accountability can be used improperly: […]
Why it’s Difficult to Build a Culture of Accountability Read More »
Cornelia Gamlem and Barbara Mitchell, Authors, The Essential Workplace Conflict Handbook A common dilemma for many CEOs is whether their team members and the firm’s associates are giving them honest feedback or merely telling them what they want to hear. Are major problems being covered up? Are major problems being solved without making the CEO
Are Your Expectations Clear? Read More »
Mike Goldman, Author, Performance Breakthrough: The 4 Secrets of Passionate Organizations One of the big challenges I hear from CEOs all the time is, “I can’t seem to find a way to hold my team accountable”. The leadership team has seemingly productive meetings where they define priorities and assign responsibilities and then nothing gets done.
Creating a Culture of Accountability Read More »
By Craig W. Ross What do your employees know about you? The answer to that question has a more significant impact on your organization’s performance than you may realize. When given the opportunity to work with an organization, I like to ask team members to tell me about their CEO. The answers I get inform
The Relationship that Determines Results Read More »
Julie Miller and Brian Bedford As a leader at your organization, you like to think that you run a pretty tight ship. But if you’re being honest with yourself, you know that you let a few things slide in 2013. None of these transgressions have been deal-breakers, but you know if you don’t start holding
Six Ways to Make Sure Accountability Sticks in 2014 Read More »
To gain your respect and admiration, and to maximize the relationship and your time, the mentee must account for his or her actions (good or bad) to you because you are in a superior position to judge the mentee’s actions, provide encouragement or initiate correction. Flying solo without regard to others and the rules that
Mentorship Insights 2: Accountability Read More »
