138: Managing Four Types of Accountability
Podcast |
The Modern Manager
Publisher |
Mamie Kanfer Stewart
Media Type |
audio
Podknife tags |
Business, 
Communication, 
Entrepreneurship, 
Interview, 
Leadership, 
Management & Marketing, 
Self-Help
Categories Via RSS |
Business, 
Careers, 
Entrepreneurship, 
Management
Publication Date |
Jan 26, 2021
Episode Duration |
00:13:25

For far too long accountability was measured by time in the office or goals met. As we’ve shifted to virtual work, “face-time” in the office has all but disappeared as a proxy for accountability. Focusing on goals is critical, but only part of the picture. As managers, we must consider the fuller scope of a person’s performance. Holding people accountable and supporting them to be successful is an essential responsibility for any manager. 

In this episode, I talk through the four types of accountability and how to best enter those accountability conversations. 

The full episode guide includes an overview of the four types of accountability and a suggested process for having accountability conversations. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at www.themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Managing More Than Performance: The Four Types of Accountability

 

Key Takeaways:

  • There are 4 types of accountability: Results, Responsibilities, Behavior, Growth
  • Results: Did you accomplish the goal (output or impact) you intended to?
  • Responsibilities: Are you managing the tasks or activities within your job?
  • Behavior: Are you acting professionally and in alignment with our team/company values?
  • Growth: Are you developing in ways that will allow you to be successful in this job and advance your career?
  • Accountability is not about punishment or blame. It’s about ownership and doing even better in the future.
  • Start by clarifying expectations. Collaboratively establish what the person is being held accountable for/to.
  • Have both real-time check-ins and regularly scheduled check-ins or one-on-ones to reflect on accountability.
  • Celebrate and offer praise when accountabilities are met. Investigate when the person falls short.
  • Entering the accountability conversation from a place of curiosity takes off the pressure, lowers defenses, and enables you to work
For far too long accountability was measured by time in the office or goals met. As we’ve shifted to virtual work, “face-time” in the office has all but disappeared as a proxy for accountability. Focusing on goals is critical, but only part of the picture. As managers, we must consider the fuller scope of a person’s performance. Holding people accountable and supporting them to be successful is an essential responsibility for any manager.  In this episode, I talk through the four types of accountability and how to best enter those accountability conversations.  The full episode guide includes an overview of the four types of accountability and a suggested process for having accountability conversations. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.     Get the free mini-guide at www.themodernmanager.com/miniguides.   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: Managing More Than Performance: The Four Types of Accountability   Key Takeaways: There are 4 types of accountability: Results, Responsibilities, Behavior, Growth Results: Did you accomplish the goal (output or impact) you intended to? Responsibilities: Are you managing the tasks or activities within your job? Behavior: Are you acting professionally and in alignment with our team/company values? Growth: Are you developing in ways that will allow you to be successful in this job and advance your career? Accountability is not about punishment or blame. It’s about ownership and doing even better in the future. Start by clarifying expectations. Collaboratively establish what the person is being held accountable for/to. Have both real-time check-ins and regularly scheduled check-ins or one-on-ones to reflect on accountability. Celebrate and offer praise when accountabilities are met. Investigate when the person falls short. Entering the accountability conversation from a place of curiosity takes off the pressure, lowers defenses, and enables you to work

For far too long accountability was measured by time in the office or goals met. As we’ve shifted to virtual work, “face-time” in the office has all but disappeared as a proxy for accountability. Focusing on goals is critical, but only part of the picture. As managers, we must consider the fuller scope of a person’s performance. Holding people accountable and supporting them to be successful is an essential responsibility for any manager. 

In this episode, I talk through the four types of accountability and how to best enter those accountability conversations. 

The full episode guide includes an overview of the four types of accountability and a suggested process for having accountability conversations. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.  

 

Get the free mini-guide at www.themodernmanager.com/miniguides.

 

Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 

 

Read the related blog article: Managing More Than Performance: The Four Types of Accountability

 

Key Takeaways:

  • There are 4 types of accountability: Results, Responsibilities, Behavior, Growth
  • Results: Did you accomplish the goal (output or impact) you intended to?
  • Responsibilities: Are you managing the tasks or activities within your job?
  • Behavior: Are you acting professionally and in alignment with our team/company values?
  • Growth: Are you developing in ways that will allow you to be successful in this job and advance your career?
  • Accountability is not about punishment or blame. It’s about ownership and doing even better in the future.
  • Start by clarifying expectations. Collaboratively establish what the person is being held accountable for/to.
  • Have both real-time check-ins and regularly scheduled check-ins or one-on-ones to reflect on accountability.
  • Celebrate and offer praise when accountabilities are met. Investigate when the person falls short.
  • Entering the accountability conversation from a place of curiosity takes off the pressure, lowers defenses, and enables you to work together to discover the root cause and find a solution.

 

Additional Resources:

mamie@mamieks.com

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