The document discusses accountability and how leaders can inspire it. It defines accountability as taking ownership of results and working to improve future outcomes. It outlines three habits of personal accountability: 1) Don't blame others, as blame kills accountability, 2) Look inward and acknowledge your own role in any problem, and 3) Engineer solutions by fixing underlying processes rather than blaming individuals. The document emphasizes that accountability starts from within and leaders must exemplify it themselves in order to inspire it in others.
Executives tend to believe that being accountable is a trait you either have or don't have by the time you enter the workforce. In other words, "It's the person." Is it possible, however, that it could also be the environment? Could executives be unwittingly creating conditions that make it harder for employees to be accountable?
How Leaders Create Accountability reveals the latest research around what levers CEO's and other executives can pull to infuse accountability into the fabric of their organization's culture to get the right behaviours, and the right results, more often.
Executives tend to believe that being accountable is a trait you either have or don't have by the time you enter the workforce. In other words, "It's the person." Is it possible, however, that it could also be the environment? Could executives be unwittingly creating conditions that make it harder for employees to be accountable?
How Leaders Create Accountability reveals the latest research around what levers CEO's and other executives can pull to infuse accountability into the fabric of their organization's culture to get the right behaviours, and the right results, more often.
Participants will learn:
- A simple, specific definition of what accountability is, and is not, that will help align their organization to move in the same direction.
- How accountable behaviours are the key to organizational execution.
- The most impactful things leaders can do to create accountability within their organization.
- How to measure accountability. You can't move the needle on what you can't define or measure.
Presentation slides from John Bull on results based accountability. Presentation was delivered at the 2015 Sport and Recreation Alliance Leadership Convention
Accountability can be taught and learned. Improving on my accountability is easier than I think. It all starts with the mindset. The Five Keys are No Fault Guilt or Blame, 100/0 Mindset, Self-empowerment, Result vs. Task and Clear Agreements
Executives tend to believe that being accountable is a trait you either have or don't have by the time you enter the workforce. In other words, "It's the person." Is it possible, however, that it could also be the environment? Could executives be unwittingly creating conditions that make it harder for employees to be accountable?
How Leaders Create Accountability reveals the latest research around what levers CEO's and other executives can pull to infuse accountability into the fabric of their organization's culture to get the right behaviours, and the right results, more often.
Executives tend to believe that being accountable is a trait you either have or don't have by the time you enter the workforce. In other words, "It's the person." Is it possible, however, that it could also be the environment? Could executives be unwittingly creating conditions that make it harder for employees to be accountable?
How Leaders Create Accountability reveals the latest research around what levers CEO's and other executives can pull to infuse accountability into the fabric of their organization's culture to get the right behaviours, and the right results, more often.
Participants will learn:
- A simple, specific definition of what accountability is, and is not, that will help align their organization to move in the same direction.
- How accountable behaviours are the key to organizational execution.
- The most impactful things leaders can do to create accountability within their organization.
- How to measure accountability. You can't move the needle on what you can't define or measure.
Presentation slides from John Bull on results based accountability. Presentation was delivered at the 2015 Sport and Recreation Alliance Leadership Convention
Accountability can be taught and learned. Improving on my accountability is easier than I think. It all starts with the mindset. The Five Keys are No Fault Guilt or Blame, 100/0 Mindset, Self-empowerment, Result vs. Task and Clear Agreements
Program for leaders who want to learn the secrets to employee empowerment. Delivered to the Professional Teleservice Management Association in March 2016. For more information about my speaking programs, or for free leadership and communication tips, tools, and techniques, visit my website at www.Amy-Castro.com
Most problems go unaddressed because they don’t belong to anyone. They are between.
Everyone is sure someone else should do something about the problem.
So we Lay Blame on those across the problem from us. Or we Justify that it’s beyond our control (because it is between).
The problem will remain until someone – anyone -- steps up to take Responsibility for solving the problem.
Apply the Keys to Responsibility – Intention, Awareness, and Confront.
As a leader…
Are you blaming others for problems between that you also aren’t owning?
How could you approach the other and ask “Does this problem between frustrate you as it does me? Let’s team up and resolve it once and for all.”
How can you encourage and allow your peers and charges to own problems between?
Some thoughts on the link between engaging at scale and gaming. Presented at the 2nd Annual Enterprise Gamification Forum in NYC, NY September 30th 2014
How do you kill collaboration in organisations
presented by Michael Norton
Thursday 9th June 2016
Collaboration, co-operation and competition - project environments through a knowledge lens
Knowledge SIG conference
We recently held an event for current event management students to meet eventprofs and attend a series of panels where they asked the questions through our presentation software Glisser. Pre-event we sent out a survey and these are the results. #youngeventprofs
The Five Behaviors of a Cohesive Team is an assessment-based learning experience designed especially for intact teams and work groups to discover the value of cohesiveness.
Myth 1: Leaders work smarter, not harder.
I have never fully understood the “work smarter, not harder” statement. There are definitely ways to be smarter about prioritizing your tasks effectively, planning your day wisely to increase your productivity, and, as a leader, to know when and what tasks to delegate. But every single successful person I know have always worked very hard on realizing his/her dreams. Great leaders empower their teams to do more, they are very protective of their time, and they are shrewd in applying their knowledge and experience in order to move forward and avoid mistakes either they themselves or others made in the past. One could call that “working smart”. But nothing great has ever been achieved without working hard. True leaders lead by example, they are first in and last ones out, they are fully invested in the vision of their ventures and, through showing their dedication, they inspire people around them to show the same kind of commitment and display the same behaviors.
Gary Vaynerchuk is a successful serial entrepreneur and his perspective is that there is no substitute for doing the work. “We’re living through a period right now where we have a lot of very smart people looking at math, and analytics, and efficiencies,” says Vaynerchuk. “I think those are all great things to take pride in, but I also think you need to put in the work… You can call out all the best business opportunities you want, but the bottom line is that nobody ever got paid to make snow-angels.”
“I never dreamed about success. I worked for it.” –
“There are no secrets to success. It is the result of preparation, hard work, and learning from failure.” –
Myth 2: Leaders have all the answers.
On the contrary. The best leaders have a clear understanding of their own limitations. They know that success is a team sport and there is no such thing as a “self-made” man. They realize that it takes a diverse team to truly innovate. They search for passionate people in diverse areas of expertise and bring them together. Great leaders listen more than they speak. They listen with the goal to understand, not the goal to answer. They hire amazing teams and solicit regular input from team members. They admit their mistakes and empower their people to execute on the company’s vision through their own knowledge and initiative vs. a dictate from above.
Truly amazing leaders empower others to become leaders. Their higher goal is to work themselves out of the job so that if they are not around, the organization functions just as successfully as when they are.
“Leaders don’t create more followers, they create more leaders.” –
“A leader is best when people barely know he exists, when his work is done, his aim fulfilled,
Myth 3: Great leaders are always in the spotlight.
It is true that if you are a leader of the company there is an expectation that you will also be a company’s spokesperson. But leadership
How teams work do's and don'ts for dealing with resistance to your team projectMike Cardus
Working on teams you will deal with resistance. What To Do When Stakeholders Resist Your Project … And What Not To Do. The checklist provides guidance on how to effectively deal with resistant behavior … and what not to do.
Relationship building conversations are designed to improve the working relationship between the leader and colleague. Inevitably, at least one relationship needs improvement in a team. This unit discusses five steps to building better working relationships. Good working relationships are the cornerstone of performance.
Program for leaders who want to learn the secrets to employee empowerment. Delivered to the Professional Teleservice Management Association in March 2016. For more information about my speaking programs, or for free leadership and communication tips, tools, and techniques, visit my website at www.Amy-Castro.com
Most problems go unaddressed because they don’t belong to anyone. They are between.
Everyone is sure someone else should do something about the problem.
So we Lay Blame on those across the problem from us. Or we Justify that it’s beyond our control (because it is between).
The problem will remain until someone – anyone -- steps up to take Responsibility for solving the problem.
Apply the Keys to Responsibility – Intention, Awareness, and Confront.
As a leader…
Are you blaming others for problems between that you also aren’t owning?
How could you approach the other and ask “Does this problem between frustrate you as it does me? Let’s team up and resolve it once and for all.”
How can you encourage and allow your peers and charges to own problems between?
Some thoughts on the link between engaging at scale and gaming. Presented at the 2nd Annual Enterprise Gamification Forum in NYC, NY September 30th 2014
How do you kill collaboration in organisations
presented by Michael Norton
Thursday 9th June 2016
Collaboration, co-operation and competition - project environments through a knowledge lens
Knowledge SIG conference
We recently held an event for current event management students to meet eventprofs and attend a series of panels where they asked the questions through our presentation software Glisser. Pre-event we sent out a survey and these are the results. #youngeventprofs
The Five Behaviors of a Cohesive Team is an assessment-based learning experience designed especially for intact teams and work groups to discover the value of cohesiveness.
Myth 1: Leaders work smarter, not harder.
I have never fully understood the “work smarter, not harder” statement. There are definitely ways to be smarter about prioritizing your tasks effectively, planning your day wisely to increase your productivity, and, as a leader, to know when and what tasks to delegate. But every single successful person I know have always worked very hard on realizing his/her dreams. Great leaders empower their teams to do more, they are very protective of their time, and they are shrewd in applying their knowledge and experience in order to move forward and avoid mistakes either they themselves or others made in the past. One could call that “working smart”. But nothing great has ever been achieved without working hard. True leaders lead by example, they are first in and last ones out, they are fully invested in the vision of their ventures and, through showing their dedication, they inspire people around them to show the same kind of commitment and display the same behaviors.
Gary Vaynerchuk is a successful serial entrepreneur and his perspective is that there is no substitute for doing the work. “We’re living through a period right now where we have a lot of very smart people looking at math, and analytics, and efficiencies,” says Vaynerchuk. “I think those are all great things to take pride in, but I also think you need to put in the work… You can call out all the best business opportunities you want, but the bottom line is that nobody ever got paid to make snow-angels.”
“I never dreamed about success. I worked for it.” –
“There are no secrets to success. It is the result of preparation, hard work, and learning from failure.” –
Myth 2: Leaders have all the answers.
On the contrary. The best leaders have a clear understanding of their own limitations. They know that success is a team sport and there is no such thing as a “self-made” man. They realize that it takes a diverse team to truly innovate. They search for passionate people in diverse areas of expertise and bring them together. Great leaders listen more than they speak. They listen with the goal to understand, not the goal to answer. They hire amazing teams and solicit regular input from team members. They admit their mistakes and empower their people to execute on the company’s vision through their own knowledge and initiative vs. a dictate from above.
Truly amazing leaders empower others to become leaders. Their higher goal is to work themselves out of the job so that if they are not around, the organization functions just as successfully as when they are.
“Leaders don’t create more followers, they create more leaders.” –
“A leader is best when people barely know he exists, when his work is done, his aim fulfilled,
Myth 3: Great leaders are always in the spotlight.
It is true that if you are a leader of the company there is an expectation that you will also be a company’s spokesperson. But leadership
How teams work do's and don'ts for dealing with resistance to your team projectMike Cardus
Working on teams you will deal with resistance. What To Do When Stakeholders Resist Your Project … And What Not To Do. The checklist provides guidance on how to effectively deal with resistant behavior … and what not to do.
Relationship building conversations are designed to improve the working relationship between the leader and colleague. Inevitably, at least one relationship needs improvement in a team. This unit discusses five steps to building better working relationships. Good working relationships are the cornerstone of performance.
Career Reboot - Transferable Skills that Rock You To Results Mary Lee Gannon
The Career Changer’s Dilemma: You want to change careers or start a business but you keep telling yourself you are not qualified or that your current career skills do not demonstrate that you are diversified enough to bring value to a new setting.
You already have plenty of skills that you may not realize are very marketable and useful. These are called “transferable skills” or skills that you already have that can be applied in another setting.
How To Start A Business - Step-By-Step Guide To Profit From What You Already ...Marketing Gem Solutions
Are you thinking about starting a business, but don't know where to start? In this presentation, you will learn step-by-step how to start a profitable and scalable coaching business. If you want access to the recorded version along with the Free Business Launch Workbook, visit https://marketinggemsolutions.gr8.com
Family Business Succession Planning Best PracticesThe Rawls Group
Since 1973, The Rawls Group has been passionate about helping business owners achieve their business succession goals. Nationally recognized, The Rawls Group specializes in addressing the issues that impact the continued success of a business legacy. By partnering with our clients and their other advisors, we work to develop a plan that will perpetuate the leadership, culture, performance, and relationships that are key to business success.
Founder,CEO&Managing Director of Entrepreneurship Immersion Program EnterpriseRoshan Dubey
Life is like a dream .Saw big dreams,We will achieve those dreams together.
Roshan Kumar Dubey
Founder,CEO&Managing Director
Entrepreneurship Immersion Program Enterprise
People operations how emotional intelligence can help you scale companies gl...Customer Growth Advisors
I recently presented to two groups of learners, ranging from CEOs to HR Managers in Isreal. They were seeking to learn what role emotional intelligence plays in the workforce. I studied this topic in graduate school and have recently read some great books on this topic that is very interesting to me. Here is my presentation on the topic EQ and how it can effectively help you scale your company.
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Taking the Pain Out of Performance Reviews - Webinar 05_22_14BizLibrary
In the field of employee relations and labor/management conflicts, sometimes we have to work hard to find things about which both sides (employee and management) agree. One such area is performance reviews or appraisals. It’s just about universally true that nobody likes performance appraisals. But, the effective, accurate and objective evaluation of each employee’s performance holds the key to improving the overall performance of your entire organization.
In this webinar we'll discuss:
The role of performance management.
Why we do performance reviews?
Key strategies for effective performance management.
Continuous learning and development.
www.bizlibrary.com
Everyone has some level of capacity to add value. This human capacity is usually divided among all of the demands on our attention. A small amount is used to deal with outside stuff, like taking care of family and relationship stuff. There is a portion of human capacity used for work. That is the part on which most managers focus. But there is a part of human capacity that is used (mostly under used) by other components that can create more significant results than any other, that is the hearts and minds of others. No one should expect to tap into all of it, but this is the area where leaders focus.
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
This is the first in a five part series on Strategy Execution. The series is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation
5 Workplace Trends that are Creating a Great Place to WorkO.C. Tanner
What are five actions that will make your office a great place to work? Implementing these workplace trends will form great leaders that create a workplace environment full of trust, pride, and camaraderie.
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBambooHR
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94 percent of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
Most managers or upper level executives have little training in how to properly delegate responsibilities to others. Follow these 9 steps and change how your organization performs.
Learn more about our management coaching program. https://www.growthsourcecoaching.com/management-mastery.html
Similar to How Leaders Can Inspire Accountability - March 2021 Webinar (20)
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
10. What would you prefer to learn about?
3 Habits of
Developing
PERSONAL
ACCOUNTABILITY
4 Habits
of Building
ACCOUNTABLE
RELATIONSHIPS
Creating the
6 Conditions of
ORGANIZATIONAL
ACCOUNTABILITY
www.menti.com
13. THREE HABITS of Personal Accountability
Don’t Blame
1
Blame kills
accountability
Look in the
Mirror
2
Acknowledge your
part in the problem
Engineer the
Solution
3
Fix the process,
not other people
14. THREE HABITS of Personal Accountability
Don’t Blame
1
Blame kills
accountability
Look in the
Mirror
2
Acknowledge your
part in the problem
Engineer the
Solution
3
Fix the process,
not other people
15. Blame is a virus that kills
accountable behaviours.
• Initiative
• Teamwork
• Learn from Mistakes
• Innovation
• Accepting Feedback
• Problem Solving
• Wait Until Told
• Deflect Blame
• Hide Mistakes
• Risk Adverse
• Reject Feedback
• Fight or Flight
16. THREE HABITS of Personal Accountability
Don’t Blame
1
Blame kills
accountability
Look in the
Mirror
2
Acknowledge your
part in the problem
Engineer the
Solution
3
Fix the process,
not other people
18. If you are part of the system in which
a problem was discovered,
you likely contributed to the problem.
19. Any time you encounter a problem,
first ask:
“How may I have
contributed to this
problem?”
20. THREE HABITS of Personal Accountability
Don’t Blame
1
Blame kills
accountability
Look in the
Mirror
2
Acknowledge your
part in the problem
Engineer the
Solution
3
Fix the process,
not other people
23. Weak leaders ask
‘Who is to blame’?
Strong leaders ask
‘Where did the system
break down?’
Editor's Notes
I will call on you occasionally to ask for your perspective.
Have your phone handy. Will be doing some live polling.
Workbook
What feelings are associated with this word: more positive or more negative?
It is not blame and punishment
Society has weaponized the word accountability (politician)
Diane
What does it mean to you to “take ownership of results?”
Initiative,
Pride in work, and
Caring more about the results than your ego.
What does it mean to you to “work to improve future results?”
Completing documentation
Planning, and
Shining a light on your mistake so that others may learn from them.
Menti
What percentage of your organization consistently takes ownership of results and works to improve future results?
Does this type of behaviour ever happen in your organization?
How has this attitude manifested itself in your organization?
Low Accountability
Missed deadlines, Excuses, Defensiveness, Finger pointing, “Us” vs “Them”, Lack of trust & cooperation
High Accountability
Going out of way to assist colleagues, Requesting Feedback, Admitting Mistakes, Lessons Learned, Trust & Cooperation
What’s in the Execution Machine?
Performance Management
Incentives
You can have the smartest people and the best systems, but none of that matters if you don’t have a culture of accountability.
Accountability is the nuts and bolts of how execution works.
Three different contexts within which we can influence accountability.
How can I be a better example of accountability?
How can I hold others accountable?
How can I make it easier for my organization to take accountability and consistently get the right results?
Manager complains that nobody is picking up that box that’s been sitting by the back door all day, but he has walked past it 5 times!
Nobody will demonstrate accountability to a higher degree than their leader does.
Leaders set the standard of accountability for their organization.
If you want others to exhibit accountability, you must set a high standard and give them a model to emulate.
Here’s how…
Need to start the survey by 9:30 or skip it.
Mind-blowingly simple. Extremely difficult. They all go against our basic nature.
Blame is a virus because it is highly contagious and it kills healthy behaviours.
Accountability is the willingness to do what needs to be done and the courage to admit mistakes. No one will take the initiative or admit mistakes if they think they will be blamed for doing so.
Your first job is to eliminate blame from your organization.
Breakout Question: When was the last time you blamed someone at work. What was the result?
I know an abrasive lady. Always complaining about her three ex-husbands, her kids, her boss, and how life has been unfair to her.
I’m thinking “YOU are the source of most of your problems, but you don’t want to see it!”
Why do victims tend not to get ahead in life?
A: Give away the power to solve their problems to the people and things they blame.
Do successful people sometimes act like victims?
Yes, whenever we fail to see how we are contributing to our own problems.
Seeing how we contribute to our problems is empowering. Why?
Edwards Deming - TQM
Employee Performance Issue
Carrie didn’t take initiative. When I addressed it, she said “You give very specific instructions…
Delegating: not clarifying the WHY, not providing examples, not specifying a deadline
Chronic Headaches
I belong to a service organization.
Regional leadership asked Grant to serve as chapter president for a multi-year term. Grant was awesome.
Not even halfway through his term, Grant was asked to step down.
Despite his strengths, lead using a command-and-control style. Paid lip service to others suggestions. My way or the highway. Created a fracture in our organization.
Showed character but blamed regional leadership. Focused on their mistakes instead of how he behaved his way into that mess.
Life handed Grant a gift-wrapped leadership lesson that his ego refused to receive.
Leadership is elevating the voices of those you lead far above your own voice and listening to them with a sincere willingness to change your mind when most of them disagree with you.
Which approach do you think is our default explanation for problems?
Pilots confused the flap and landing gear handles because these typically looked and felt the same and were co-located.
Or they mixed up the locations of throttle and propeller controls because these kept changing across different cockpits.
It is far easier to change the environment than try to train human fallibility out of humans.
Systems Approach Mantra
COO social services company called. Tried the 3 habits and they work!
CEO caught a serious mistake in a press release. Written by company’s new Director of Public Affairs.
CEO asked COO if this is what they can expect from Dir Public Affairs. Smart guy.
Remembered 3 habits. “Maybe this is a process problem.”
Changed entire tone and direction of the conversation. Instead of discussing whether we had made a hiring mistake…
Leadership is taking ownership of the problem and the solution REGARDLESS of who is to blame.
As you demonstrate the 3 habits, you will become the kind of leader that others want to emulate. And they too will take ownership of results and work to improve future results.