Hold on here comes the new accountability approach.

1. CREATING AN
ACCOUNTABILITY
CULTURE
AN EVENT PRESENTED BY
MODAL

2. On a scale from 1 to 10 where do you feel Accountability sits
within your workplace?
Is it low, medium, or okay with room for improvement?

3. Welcome to our 2nd MODAL event
AGENDA
• Housekeeping / MODAL taking photos/videos
• The MODALTeam
• What research tells us about accountability
• Case Study – Q&A with Patrick Warrand (Wespine)
• Activity
• MODAL recommendations, special offer and Q&A
• Morning tea / Networking

4. CREATING AN
ACCOUNTABILITY
CULTURE
WHAT RESEARCHTELLS US ABOUT ACCOUNTABILITY

5. Use of the word “accountability”
1950s – Employees involved in reviews and goal setting
1960s – Reviews split between accountability and growth
1970s – Inflation caused focus on pay for performance
1980s – Employee ranking – top middle and bottom
1990s – War for talent – greater focus on rewarding performance
2000 – Flatter organisations reduced time for developing staff
2011 – Professional services firms drop reviews
2016 – Performance reviews reinstated but with a broader development focus
The Performance Management Revolution – HBR October 2016
Management
Leadership
ManualWorkers
KnowledgeWorkers

6. Results
Accountability
Commitment
Conflict
Trust
Leadership Principles
Development
MODAL High Performing Team Model
1. MODAL high Performing team model incorporates Patrick Lencioni’s 5 dysfunctions of a team framework as well as
research from Jon Katzenbach and Steve Kozlowski
2. Gissner and Van Knippenberg, Journal of Applied Psychology, 2013.
Leaders are being
squeezed between the
expectations of
stakeholders and their
followers

7. THEMES FROM THE RESEARCH
Authority
Responsibility
Answerability
Transparency
Accountability
Journal of Leadership and Organisational Studies, Wood and Winston, 2005

8. GRETCHEN RUBIN
• Upholders - want to know what should be
done.
• Questioners - want justifications.
• Obligers - need external validation.
• Rebels - want freedom to do something their
own way.
https://quiz.gretchenrubin.com/

9. Psychological Safety and Accountability
Amy Edmondson
APATHY
COMFORT
ZONE
LEARNING
ZONE
ANXIETY
Motivation and Accountability
Psychological
Safety
Three things to get right as a leader
1. Make it a learning not a performance
problem
2. Acknowledge your own fallibility
3. Model curiosity
Building a psychologically safe workplace | Amy Edmondson | TEDxHGSE,
https://www.youtube.com/watch?v=LhoLuui9gX8

10. Results
Accountability
Commitment
Conflict
Trust
Leadership Principles
Development
MODAL High Performing Team Model
1. MODAL high Performing team model incorporates Patrick Lencioni’s 5 dysfunctions of a team framework as well as research from Jon Katzenbach and Steve Kozlowski
2. Gissner and Van Knippenberg, Journal of Applied Psychology, 2013.
3. Performance and Rewards for the Future of Work. Josh Bersin, Dec 17 2019. https://www.linkedin.com/in/bersin/detail/recent-activity/posts/

11. CASE STUDY – Q&AWITH PATRICKWARRAND (WESPINE)

12. MANAGING DIRECTOR - PATRICK WARRAND

13. ©Daniel R. Denison, Ph.D. All rights reserved
NUMBERS DENOTE PERCENTILES | 6/12/2019 | D48NE415G
Authors: Daniel R. Denison, Ph.D. William S. Neale, M.A., M.L.I.R1
2018: Overall
N = 123
2019: Overall
N = 183

14. ACTIVITY
MODAL RECOMMENDATIONS, SPECIAL OFFER AND Q&A

15. Awareness (self and others)
+ = Accountability
Culture
+
MODAL Recommendations
• Build psychological safety (e.g. team check-in’s - Where’s my head? Where’s my heart?
Where’s my gut?)
• Establish desired group norms and mindset (e.g. no blame policy)
• Having people understand their unconscious motivators
• Allowing every voice to be heard

16. MODAL Recommendations
• Involvement in the decision making to promote buy-in and encourage commitment (e.g.
Wespine)
• Create an environment where asking for help and to being able to say ‘no’ or ‘not now’ are
accepted
• Helping the team set clear goals and priorities (e.g. ask the team -What are your top 3
priorities?)
• Use a tool to indicate how the team is performing holistically (e.g. staff engagement survey,
Denison Organisational Culture Survey, MODALTeam Analysis).
=+
Accountability
Culture+
Awareness (self and others)

17. MODAL Team Analysis
Team Results
3.45
RESULTS
2.60
ACCOUNTABILITY
3.65
COMMITMENT
2.75
CONFLICT
LEADERSHIP 3.25
3.40
DEVELOPMENT
2.55
TRUST
PRINCIPLES 2.90
LEGEND /5
> 4 =
3 – 3.9 =
< 3 =

18. Team Results – Individual Survey Questions

19. MORNING TEA & NETWORKING