Brett Hoebel, fitness expert and author of The 20-Minute Body, has some advice that belongs in the corporate world as much as in the health club: “If I could give one tip for people – it’s not an exercise or nutrition regimen. It’s to walk your talk and believe in yourself, because at the end of the day, the dumbbell and diet don’t get you in shape. It’s your accountability to your word.”
All too often when leaders seek to hire the talent they believe will enhance their workforce and speed the journey to the strategic objectives they have set, they focus more on skills than the approach needed to apply those skills with commitment, discretionary effort and energy. All too often, in other words, well-intentioned leaders neglect to check thoroughly for a candidate’s sense of accountability. When all is said and done, what we need are workers who pay attention to what they have agreed to do and who exert their utmost effort to accomplish it.
To be accountable means that you understand what is asked of you, you take responsibility for your actions, and you honor commitments even when it requires personal sacrifices to do so. What is it like when there is no accountability in the workplace?
• No one does their work as they should
• Others are blamed for lack of performance
• There are little to no consequences for poor work habits
It’s easy to see where this can lead…to a disengaged, underperforming work force, high turnover, and a downward spiral that leads only to failure.
How can leaders reverse such a drastic trend? By taking the following steps:
1. Set the example.
When things go wrong as they inevitably do at some point, acknowledge your role in the situation. Accept responsibility. No excuses or blame. Show that you have the strength to admit mistakes and can learn from them.
2. Set clear expectations and goals.
How can you expect employees to act responsibly if they are unclear on what is asked of them? Work together to create clear, compelling and believable goals. Assign distinct roles for achieving them. Then check again and again to be sure tasks and timelines are understood and agreed to.
3. Set up a system for rewards and consequences.
Employees need to know where they stand. Transparency, accuracy and consistency are important here. The performance measures of individuals should be visible to the entire team. When performance is exemplary, recognize and reward. When performance is substandard, act right away to address the problem…either extra support, a different assignment or time to exit gracefully. Top talent will flee if you allow mediocre performers to stay on the team.
4. Clear away any obstacles.
Sometimes an individual’s sincere effort is not enough. Your job as leader is to see that your employees have the support, tools and the resources they need to succeed in their jobs.
5. Create an open environment conducive to continuous learning.
Be sure that your culture accepts mistakes as long as they are acknowledged and used as opportunities for learning how to do it better the next time.
Take charge as leaders to create a culture of accountability. Otherwise, no matter how good your talent strategy, your workforce will have little incentive to consistently perform at their best.
We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.
Julaine K. Souza
Senior Vice President
The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.
The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.
Firmware Engineering Manager
Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.
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Global Financial Services Company
Director, Organizational Effectiveness
I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.
Director, Business Planning & Analysis
We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.
Senior HR Manager - Staffing, Training, & Development
I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.
Human Resource Manager
The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.
Vice President, Information Technology
Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.
Vice President of Human Resources
We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.
Director of Global Recruiting
We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.
Director, Human Resources
I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.
HR Program Manager
We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.
HR Project Manager - Training & Development, PHR
“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”
VP Human Resources
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