Great New Managers Are Accountable

A new manager fills in a wordcloud of what he must do because he knows that Great New Managers Are Accountable

Great New Managers Are Accountable
Some new managers are so focused on making sure their team members do everything right, they neglect to take a close look at their own behavior. When things go wrong, they blame the team. But, guess what, new managers?   Great new managers are accountable.

Management Accountability Matters
How do you know if great new managers are accountable?  Great managers manage themselves before managing others.

New manager training talks a lot about accountability…taking responsibility for one’s actions and owning the tasks you have been assigned. When leaders are not accountable, everything slips…delivery schedules, project deadlines, and, eventually, the trust of colleagues and team morale.

Are You a Good Role Model?
New managers need to make sure they are both setting the right example and also demanding that team members do what they say they will do.   That means everyone being responsible for their actions, feelings, decisions, opinions, and all the ensuing results .Responsibility is at the top of the Manager “wordcloud” above.

It matters a lot that managers set the example. If you struggle with accountability, you can bet your team members will struggle as well. You certainly do not want your leaders to undermine the production of their teams.

Five Steps to Improve Personal and Team Accountability
Great new managers are accountable by taking these steps to improve individual and team accountability…

1.  Admit the Problem
Think through the last six months and list the times you reneged on a promise or did not deliver as agreed. Pledge to honor commitments without fail for the next three months and share your progress.

2.  Under-promise So You Can Over-deliver
Be thoughtful about the commitments you make to be sure you have enough time and resources to deliver as promised.

3.  Track Promises and Results
Set up a system whereby you keep track of the commitments you make. Review and monitor progress regularly. Check them off when completed.

4.  Share Your Progress and Goals with Your Team
Show the team that you are making a sincere (and successful) effort to be 100% accountable. New managers are often afraid of appearing vulnerable. However, the fact that you are human and making an effort to improve your behavior makes you more approachable and worthy of respect.

5.  Require the Same of Your Team
Set clear performance and behavior expectations for individuals and the team as a whole. Then establish accountability as a necessary and required attribute for team success. Make it clear that there will be consequences for those who don’t deliver.

The Bottom Line
The best managers understand that they can’t ask more of their team than they ask of themselves. Want accountability on your team? Make sure you model and require individual and team accountability.

To learn more about being an effective new manager, download The Six Management Best Practices that Make the Difference Between Effective and Extraordinary

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On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

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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.

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Intuit

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