in a world filled with more of the same. . .

you deserve a little more Flash.

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Creating an Environment of Accountability

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Our Session Objectives

1. Understanding the benefits of an accountable

environment

2. Recognizing barriers to accountability

3. Identifying appropriate ways to address accountability

challenges

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When you think of accountability,

what words come to mind?

What does it mean to you?

Your Perspective

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“Individuals carry their success or

failure with them; it does not

depend on outside conditions.”

—Ralph Waldo Trine

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Creating Quality?—The Background

Read the background on the case.

Think about how you would answer the

questions on pages 3 and 4.

Answer the questions.

Be prepared to discuss your thoughts with

the group.

Building the Accountability Case

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Clear Agreements

Responsibility

Self-Empowerment

Accountability

The Accountability Cycle

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Accountability begins with the

mind-set that success or failure is up

to me as an individual.

Building the Accountability Case

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Clear Agreements

Responsibility

Self-Empowerment

Accountability

Building the Accountability Case

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Personal Responsibility

. . . is a before-the-

fact mind-set of

personal ownership

and commitment

to a result.

Clear Agreements

Responsibility

Self-Empowerment

Accountability

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Self-Empowerment

. . . is taking personal

action and risk to

ensure an agreed-

upon result.

Clear Agreements

Responsibility

Self-Empowerment

Accountability

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Accountability

. . . is a personal

willingness, after the

fact, to answer for

outcomes produced.

Clear Agreements

Responsibility

Self-Empowerment

Accountability

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Personal Responsibility

Personal Accountability

Team Empowerment

Perception of Organizational Culture

What the Accountability Assessment Measures

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. . . is not a test

. . . helps us to understand

thinking to predict

behavior

. . . 85 percent or higher indicates a

“high-performance” mind-set

What the Accountability Assessment Measures

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100%

The Accountable Mind-Set

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If your score is 4.25 or above . . .

You know that you’re a valuable contributor!

If your score is 3.90 to 4.24 . . .

You “fine-tune” your approach and model

If your score is 3.50 to 3.89 . . .

You commit to a mind-set change

If your score is less than 3.50 . . .

You control your circumstances

Overall Results

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If your score is 4.25 or above . . .

You understand your role and goals

If your score is 3.90 to 4.24 . . .

You might take on too much responsibility

If your score is 3.50 to 3.89 . . .

You “own” your role . . . to a fault

If your score is less than 3.50. . .

You may not take full ownership

Personal Responsibility

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If your score is 4.25 or above . . .

You answer for your outcomes and results

If your score is 3.90 to 4.24 . . .

You answer for outcomes and don’t make

excuses . . . but reflect

If your score is 3.50 to 3.89 . . .

You are not comfortable holding others

accountable

If your score is less than 3.50 . . .

You may make excuses or blame others

Personal Accountability

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Team Empowerment

If your score is 4.25 or above . . .

You have strong need for working with teams

If your score is 3.90 to 4.24 . . .

You prefer to work with teams

If your score is 3.50 to 3.89 . . .

You have no clear preference

If your score is less than 3.50. . .

You prefer working individually

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Perception of Organizational Culture

If your score is 4.25 or above . . .

You’re supportive of the culture; you mentor

If your score is 3.90 to 4.24 . . .

You feel the culture is healthy and empowering

If your score is 3.50 to 3.89 . . .

You have some frustration with the culture

If your score is less than 3.50. . .

You are deeply frustrated with the culture

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What ACTIONS will I take to accomplish the

task, project, outcome, or deliverable?

1

2

3

4

What is the TASK? What is the task or project

I am taking ownership of?

What are the BY WHENs?

What are the STAKES associated with this

task, project, or deliverable?

What is the OUTCOME/DELIVERABLE?

5

Clear Agreement Form

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In the end . . . your people are more productive, innovative,

strategic, engaged, and inspired to stay.