Hiring accountable people is the key to success for any business, but their accountability is only part of the equation. Here’s the secret to getting the best out of the best people you’ve hired.
As life seems to be getting busier, are you finding yourself running faster and faster just to keep up?
7 steps to create more accountability and alignment with KPIs in family and small business:
I received a question from a client recently.
Before you charge off and set up a countdown clock, make sure your goal is grounded in reality.
I just read some interesting research that may help us to be more effective when it comes to achieving our long-term goals. According to the research, using a frame of reference where we picture our goals based on a “number of days” we have left until the due date can be more effective in getting us to take action now - as opposed to thinking about our goals in terms of weeks, months and years.
Employees want to discuss their goals, but managers aren't making time. Why?
A proven process to drive accountability in any organization.
Without a doubt, the most stressful times in my management career have involved dealing with poor performing employees. What follows is an approach to help you turn things around for the better.
The art of setting role expectations to improve your team's engagement.
Employee engagement surveys continually show that most employees do not agree with the simple statement:
Making the case for accountability and reasons why some managers fail...
Recently I was asked why it seems so hard for some managers to hold their people fully accountable. There are several reasons, but mainly they just don't know how.
The art of using consequences to improve poor performance.
Recently one of our Software users submitted a question on our website and asked the following, “What do I do if someone in my sales team does not hit their targets each week and has a red dashboard? How do I handle that?”
Who in your life (and at work) can you really count on?
This question was posed to one of my business partners recently by author David Irvine. David has written a number of books on culture, leadership and accountability, including Accountability: Getting a Grip on Results, which he co-authored with Sean Murphy and Bruce Klatt. As I pondered his question, I realized the people who made my list possess two key characteristics in the way that they operate.