In seeing how much profitability we can miss out on when we lose credibility and our team becomes less loyal, and those certainly arenāt the only issues weāll see if we arenāt holding our team members accountable, one may ask why a leader would even consider allowing this to go onā¦ I believe the ans...
Letās consider what Shannon Howard shared right off the bat in Holding People Accountable: Where Most Leaders Fail once more:
When accountability is lacking, performance, company culture, and morale suffer. When employees are not held accountable for missed deadlines, bad behavior, or poor perfor...
In 2019, I (Cindy) hurt my back, which put me out of commission for around 2 weeks and months of pain afterward. Along with strengthening exercises, the best thing I could do involved (and still does) daily stretching. Iām not talking about those ājust woke up from a napā stretch either.Ā The stretc...
OK leaders, Iām counting on you to have done the work to address the last profitability killer we looked at, The Cost of Confusion, by taking the steps to set clear expectations for your teams. Even with the most detailed explanation though, weāre not likely to see our team members meet or exceed th...
Itās our privilege and our responsibility as leaders to help our people become better. Holding a high standard to the core values of the organization is a great start.
The first step in turning team values into team performance is holding ourselves and our people accountable to our actions and atti...
Hereās what I can promise you; we can indeed eliminate the cost of confusion and avoid leaving a ton of profit on the table if weāre willing to provide the kind of clear expectations that produce results! Iām certainly not suggesting that this is easy but by following a few simple steps, we can remo...
As we looked at all the profitability thatās killed through poor communication, I suggested that breaking the golden rule just may be an approach that makes a positive impact. If youāre tracking with me on exactly how that would help, Iād suggest you circle back to that.. Assuming thatās relatively ...
If we really want to have a shot at capturing the profitability thatās killed by confusion in our organizations by providing our teams with the kind of clear expectations they desperately need to produce great results, it will require a very focused effort! We absolutely must become experts in provi...
When we focus on turning team values into team performance, it helps us face reality. We want to believe the best of our people and we should want that.Ā But as leaders, we must define the reality of our team's performance, which takes us to behaviors.Ā This is all about action and inaction...knowin...
If we wanna stop leaving all that profit on the table, weāve got to take action. The hard part though, as I just shared, often boils down to what we can or cannot dedicate our resources to - or at least thatās what I hear from folks in leadership roles quite frequently. If we only had money in our b...
It sounds ridiculous that average would be considered as a core value.Ā And it is ridiculous!!Ā So why does it show up in the behaviors of our people all too often?Ā Because itās not talked about enough.
I (Cindy) believe we need to include in our messaging what average is and how every member of t...
Leaders offer growth and development options because they want the best for their people. As leaders, we have a responsibility to build our people and the way our people are built shows up in our culture every day. If we build values of service, integrity, accountability, responsibility, this will s...