"Engagement without accountability is entitlement,” says Cy Wakeman, drama researcher, global thought-leader, and New York Times best-selling author. Could the lack of accountability be the reason why some of your employees never seem to finish projects on time?
Too many managers treat goal setting as a one-and-done task. If that’s how you’re establishing expectations for your sales reps, you could be in for major disappointment as the year progresses.
Accountability: How do you get it from your people and how can you actually transfer the responsibility for it onto your teams and make them WANT to give it to you? Cy Wakeman is a drama researcher, global thought-leader, and New York Times best-selling author who is recognized for cultivating a counter-intuitive, reality-based approach to leadership.
Accountability is one of the basic disciplines of doing business and increasing success. The benefits of creating a culture of accountability are quite evident, but sometimes you might find accountability to be elusive. Why does this happen?
One of the most radical changes impacting organizations is the morphing of the old performance appraisal into “performance development.” A thoughtful post by Jim Harter at Gallup challenges you to think about this concept.
Even if consumers aren’t familiar with the phrase “cause marketing,” it is certain that they are acquainted with the concept of spending money to support positive actions. According to a new eMarketer report, a majority of U.S. internet users have been moved to purchase because of a cause. However, shoppers increasingly expect greater accountability from companies involved in cause marketing and reassurance that their support is making a difference.
We talk a lot on this blog about ways to make your team members accountable. When employees are accountable, they’re productive and engaged.
Neen James, an expert on accountability, and the author of Listen With Your Eyes, knows a thing or two about paying attention. A lot of us are guilty of not giving team members our full attention.
Is the feedback you’re giving to employees making any difference? I’m not talking about praise feedback.
Are your employees working as productively as they could? In most cases, the answer to this question is no.