Have You Ever Wondered What It Takes to
Get Employees to Be More Accountable?
It seems that the accountability issue is a concern for anyone who manages people on any level, and it doesn’t matter the size of the company. Lack of accountability can show up in a Stage 1 company with only 2 employees as well as in a Stage 7+ company with over 1,000 employees.
Accountability starts with buy-in. Lack of clarity about who is accountable for what is the main reason people tend to struggle with accountability. Dave Ramsey, the financial wizard says, “To be unclear is to be unkind.”
Talent Management and Delegation
Lack of accountability is most often a total talent management issue that requires a Job-Talent Fit process. This process begins by defining the reason a particular job exits and the 3-5 measurable accountabilities or objectives that anyone doing the job must accomplish. This approach goes beyond the typical job description frequently used in the hiring process.
Job-Talent Fit Process
The next step is to establish the talent requirements of the job based on the accountabilites. This provides the basis for creating a gap report that accurately compares the talent of candidates for the job, and incumbents that need further development to improve performance. After all, lack of accountability is or will quickly become a performance issue.
Coach-based Leadership Style
The Coaching Leadership style must become the primary focus in Stages 2 through 4 with 11 to 57 employees. It is in these stages of growth that CEOs report the highest levels of burnout and overwhelm. The CEO and leaders at all levels must shift their style to effectively delegate and coach to develop teams of fully engaged top talent required to grow and prosper.
Always Remember the Rules That Govern The Stages of Growth
The chart below illustrates the 7 Stages of Growth based on number of employees. James Fischer, author of the book Navigating the Growth Curve, defines the stages of growth and the corresponding challenges based on complexity resulting from additional employees.
CEOs must always be aware of the following rules:
1. The movement from one stage of growth to another begins as soon as you cross the threshold with additional employees.
2. What you don’t get done in a specific stage of growth does not go away.
3. Time will make a difference if you are growing slowly. Whereas, rapid growth can leave unaddressed challenges that still need to be addressed.
4. If you aren’t growing, you are dying. Even in a down economy when revenues tend to shrink, there are areas of improvement and growth a company can focus on.
Take The Next Step
Set aside 10-15 minutes and complete the online growth stage questionnaire. Then, you and I will have a debrief call to identify the top challenges you are facing in your current stage of growth, determine if there are any unfinished issues from a previous stage, and how to best prepare for your next stage of growth.