Talent Acquistion is Back! Part IV – final in the series

| April 12, 2011 | 1 Comment

Create a Culture of Accountability

We need to hold ourselves and the people we work with accountable. We are more able to do so when the vision and expectations are clear.  Clarity about purpose goes far beyond a detailed list. Clarity around purpose provides the framework in which individuals and teams can excel without constant direction. Our world rapidly transforms. How companies go about achieving their goals and objectives change – technologies, the regulatory environment, the market – and yet, we still need to achieve our targets. As discussed in Part II of this series, Painting the Picture, the vision, the picture that we paint, will help keep us and our employees focused, making it much easier to hold all parties accountable.

We are surrounded by a lack of accountability – in our government, in our schools, in the places we shop, in our neighborhoods and in our homes. It starts with us. Each of us needs to look ourselves in the mirror and ask the question, do I live up to my commitments?  Do I hold myself accountable – especially when it’s tough?

We need to openly communicate with each other on our level of accountability. Here is a very effective tool in developing a culture of individual and team accountability:

Hold an Accountability Check-In once a month. Have a conversation between you and your staff. Complete and share responses to these two statements:

  • Here’s what you’re doing that’s helping me meet my commitments
  • Here’s what you’re doing that’s hampering me from meeting my commitments

These are also very important questions to ask yourself. What am I doing that is helping me meet my commitments and what am I doing that’s hampering me from meeting my commitments?

There are two books I would strongly recommend reading on the topic of accountability. The first is by one of my favorite authors, Patrick Lencioni. His book, The Five Temptations of a CEO provides wonderful insight into the area of accountability. The second book is The Checklist Manifesto by Atul Gawande. An outstanding book that beautifully describes the complexities of our world and the tools needed to support individual and team accountability. I would wager that you’ll not be able to put either book down until you have read the last page.

Closing

So, what’s the take-away? Does any of this really matter? 

The only way to build companies that have sustainable, economic value is to build a team of smart, dedicated staff, driven by a clear purpose and held accountable for results.

The one factor that our competitors cannot duplicate is the depth and quality of contributions that our employees make – led by supervisors, managers, owners and boards of directors who view the attainment and retention of staff as an asset and not an expense.

I have enjoyed sharing my thoughts on what I believe are critical factors in the Talent Acquisition world. I hope you have enjoyed reading this series and have gleaned some helpful ideas.  – Julia

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Category: Accountability, Blog, Human Capital Management, Leadership, Leading through Vision, Recruitment, Talent Aquisition

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About the Author ()

Julia Hill-Nichols, SPHR, is the founder of LeadersCove, LLC. With over 30 years experience in operations and human capital management, Julia is gifted in the art and science of bridging strategic imperatives and a company’s human capabilities—executing for success, meeting bottom-line objectives and enlivening the people who are the organization’s lifeblood.

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  1. I totally agree with your article and appreciate the insight. Clarity around purpose combined with accountability moves teams and projects forward. Thank you for this great reminder!

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