In celebration of our tenth year and with the global success of our best-selling book “Winning With Accountability, The Secret Language of High Performing Organizations” (now in its eighth printing) we are offering you some of our best insights and practices to create an Accountability Culture in your workplace.
Hi, I’m Henry Evans, founder of Dynamic Results and author of the best-selling business book “Winning with Accountability: The Secret Language of High Performing Organizations.” Today we’re talking to you about driving results through our accountability method, and specifically on the cornerstone “how do you create clarity around the outcomes before the work is done?” We released a four-year study last year that had some pretty alarming results for those of us in the workforce. For example, only 9% of people are crystal clear about the results that they’re trying to create, and only 6% report that the projects they’ve given are delivered exactly as they wanted them done. Why is this? We’re spending all of this time in meetings and on email trying to create clearer expectations, and we constantly astound each other through our miscommunications.
Our accountability method is in use by hundreds of companies all over the world and business schools in the US, Europe, and Asia. We found some very common mistakes, regardless of what companies do, and the common thread that connects them all is that they employ people. People get their work done and experience their outcomes through the quality of their communication. So the first suggestion we have is that you get visual association created for every outcome. Don’t just tell me to get you a report—tell me you want a four-page PowerPoint deck that has a graphic meant to illustrate all the data, and no more than six words per slide, or tell me you want a twelve-point one page Microsoft Xcel spreadsheet. Something that helps us both create that visual association. Don’t tell me to do just a better job; tell me what a better job looks like and how you are going to measure it.
Now, when you’ve gotten your clear expectation established (and we say a lot more about this in the book, but you’re getting the gist of it now), get reflection. People come from different countries, they come from parents, and they come from different places of understanding. So, what you said isn’t going to drive the action on your team; what people heard will. You need to have them reflect back to you what they’ve heard. In short, our method proves that when you state and request your commitments with a visual association, and you get reflection, you’re going to get better outcomes.
So what do we want you to do? We want you to take a look at your calendar and look at an upcoming project on your calendar. And we want you to look at what kind of request might come to you, or what kind of request you’re going to have to make of others, and start to form this visual association around that request or commitment, so you can clearly communicate it and empower everybody to do a better job once they’re in the work. These steps, again, are outlined in our book in detail and our certified facilitators who are on the ground in the US, Europe and Asia, are always ready to come into your company and train you around these methods.
Next month, we’re going to talk about how you can drive results through our accountability method, and create a competitive advantage in the marketplace. I look forward to seeing you then. Thank you.
For more information on how to bring the method to your team or about any of the services we offer, contact Ede Ericson Cardell at email@example.com or 214-742-1403 x 106.
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