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TELL THE TRUTH, HEAR THE TRUTH The Straight Truth of Accountability

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THE STRAIGHT TRUTH OF ACCOUNTABILITY

Like it or not, the hard truth is that there is an HR credibility crisis in many organizations today. How come? Lake of accountability on the part of HR executives, for one thing. Discover the skills and tools necessary to re-set the “responsibility mindset” in order to become an invaluable and relevant HR professional.

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The courage to see The Straight Truth™ about the barriers that prevent effectiveness as an HR professional.

A strategy to minimize or eliminate the impact of the biggest barrier to effectiveness you face in your role today.

A relevant and immediately useful model to achieve success (as you define it) individually and collectively in your HR organization.

Two tools you can use everyday to lower stress and focus on what matters.

LEAVE WITH

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TOP 3 BELIEFS AND ATTITUDES ABOUT HR

TOMA

______ ___ ____ ______ _________

What beliefs and attitudes exist about HR in your culture?

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BEHAVIORS

If these beliefs and attitudes did exist about HR in your culture, what would the behaviors be?

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OUTCOMES

Beliefs and attitudes, behaviors … outcomes.

What outcomes will be associated with HR in your organization?

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BeliefsAttitudes

BehaviorsActions Outcomes

What is the straight truth about what YOU think?

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YOUR HR CULTURE – A QUICK INVENTORY

1. I TALK TO NOT ABOUT OTHERS

2. I DO NOT PARTICIPATE IN MEETINGS-AFTER-THE MEETING

3. I DO NOT RESCUE, FIX AND SAVE

4. I MENTOR, COACH, OR MANAGE

5. I AM CLEAR ABOUT MY ROLE, ACCOUNTABILITY AND AUTHORITY (ON-GOING)

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CLEARAGREEMENTS

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The Straight Truth of Accountability

“Individuals carry their success*or failure with them; it does not

depend on outside conditions.”

~ Ralph Waldo Trine

Philosopher, Educator, Author

*The 85% Solution. How Personal Accountability Guarantees Success. No Nonsense. No

Excuses. (Wiley, 2009) pg. 90

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Focus On What Matters

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THE TRUTH ABOUT ROI ON HR INITIATIVES AND PROGRAMS

Personal leadership experience and current challenges

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Focus On What Matters

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I am responsible, self-empowered and accountable for understanding the role, the task, the final deliverable, and the due dates. It is up to me to be clear and successful in my role. If obstacles or conflicting priorities arise, it is still up to me to gain focus and create greater effectiveness. (Mindset)

No fault, no blame, no guilt.

The Straight Truth of Accountability

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A “before the fact” mindset of personal ownership and commitment to a result.

Thought / Before

100/0 80/20 50/50 ?

Personal Responsibility

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To take action and risk to ensure the achievement of the result.

Action / During

Empowerment Requires Risk

Self-Empowerment

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A personal willingness “after the fact” to answer for outcomes produced.

Evaluate / After

No fault, no blame, no guilt.

Personal Accountability

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CLEARAGREEMENTS

©The Accountability ExperienceBy Linda Galindo HRDQ

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Poor performance and results

Change AgentVictim

100%

Adequate performance and results

Exceptional performance and

results

0% 50%

Lack of ownership, complacency, scapegoating

Ownership, action, risk, creativity, answer for results

Coaching Accountable Behavior: Do you need help?

CLEARAGREEMENTS

©The Accountability ExperienceBy Linda Galindo HRDQ

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The belief or attitude that creates the biggest barrier.

Strategy to minimize or eliminate the impact.

Tell The Truth – Own Your Truth

www.lindagalindo.com

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FUZZY ACCOUNTABILITY

“To avoid career-limiting consequences, managers go through all sorts of gyrations to diffuse or re-direct accountability, such as: blaming others, referring to circumstances outside their control, shifting resources to other areas, reorganizing, changing measurements mid-stream, or any number of other creative deflections.”

~ “Why Accountability is So Muddled – and How to Un-Muddle It”Ron Ashkenas, Forbes 2014

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FUZZY ACCOUNTABILITY

“The most significant reason for fuzzy accountability is that people work hard to avoid accountability. Managers are quick to take credit for good results, but are often reluctant to be accountable for failure.”

~ “Why Accountability is So Muddled – and How to Un-Muddle It”

Ron Ashkenas, Forbes 2014

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FUZZY ACCOUNTABILITY

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I AM ACCOUNTABLE “AS LONG AS”…

If you have a lot of “as long as” in your culture, you will get a lot of reasons and excuses, finger-pointing, and blame instead of ownership and solutions.

If it is important to you, you will find a way. If not, you’ll find an excuse.

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