The Ladder of Accountability

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The Ladder of Accountability is a tool for assessing the current state of accountability in your organization. Just as Ladders have rungs, accountability has levels. Individuals who cling to the bottom of the ladder tend to avoid accountability while those who climb the ladder embrace it. The Rungs are from bottom to Top: Unaccountable 1. Denial - People here pretend that there is not a problem. It's not that they're unaware of the problem but willfully ignore it. 2. Blaming - People here are aware that the problem exists but deny responsibility and shift blame to others. They often tell stories of how people/situations/etc. take advantage of them. 3. Excuses - The "I Can't Stage". People here avoid responsibility by claiming confusion or incompetence. They tend to avoid tough issues and situations. They often say, "Just tell me what to do!". 4. Wait & Hope - People here know there is a problem that requires action and they choose not to act in the hope that things will magically improve. Accountable 5. Acknowledge Reality - People Here let go of magical thinking and acknowledge the reality of circumstances or events. 6. Own-It/ Take a Position - People here own the problem and honor their commitments and responsibilities. They no longer make excuses or blame others. 7. Find/Create Solutions - People here own the problem and own the solution. They actively seek to implement solutions, and even if they can't directly do it, they will work to move those who can. 8. Implement Solutions - People here are all "on board". Whether or not they are the sole decision-maker, they assume responsibility for implementing their solutions and are committed to success. Need help leading your organization up the ladder of accountability? We have custom learning solutions for inspiring accountability and leading confidently. Just give us a call. P: (609) 606-9984 E: info@infoprolearning.com W: ww.infoprolearning.com

Education

Want to see your organization reach its full potential? It starts with accountability. Everyone—from manager to intern—has to take ownership of their work. So how do you make it happen? In this webinar we break down the best ways to instill accountability in managers and employees, tactics for reinforcing an accountable company culture, and strategies for building effective, accountable teams.

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In our culture, we reflexively tend to think of the term “conflict” in the negative. When we discuss conflict in the business world, we speak of it (often unwittingly) as a diminishing force on productivity, an ill that only compounds the difficulties of a job, and an element that needs expunging if companies are to achieve their goals. Normally seen as the byproduct of a “squeaky wheel” rather than a natural derivative of business itself, conflict is a force that causes short-term anxieties, and many view “fixing” ongoing conflict as synonymous with “eliminating” it.It is commonplace for organizations today to work in teams. Whether they be leader-driven teams or self-directed teams; the hope is that productivity, creativity, and results will be greater in a team environment. While this is a proven approach, any time you bring together people from differing backgrounds and experiences, it is inevitable that conflict will occur. Every organization encounters conflicts on a daily basis. The conflicts cannot be avoided, but it is possible to manage them in a way that we recognize them on time. It is necessary to continuously track the organizational signals which point to their existence. If we do not react duly, this can lead to the situation that the conflict itself manages the organization. One of the more important determinants of productivity, efficiency and performance, and finally job contentment is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on dependent variables, but first we have to understand and get a good insight into individual elements of organizational behavior. By this paper we want to brighten the meaning of conflict on the organization, the conflict process and possible conflict management styles. We will show the relationship between the level of conflict and the impact on the organizational performance.

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