crystal clear

Driving Results through our Accountability Method™ and Crystal Clear Expectations

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.

As always, we welcome your comments. Like us on Facebook to share your experiences or email us at

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 or 214-742-1403 x 106.

Find this article useful? If so, you might enjoy our book.

Accountability BookWant to know more about creating accountable cultures? Take our free assessment and buy the book here.

As always, we welcome your comments. Like us on Facebook to share your experiences or email us at


Reflection: Creating Accountability with Emotional Intelligence

by Henry Evans – Managing Partner

Most miscommunications and relationship challenges are caused by a lack of clarity on the front end of your communications. In our book, “Winning With Accountability, The Secret Language of High Performing Organizations”, we address this common challenge.

Once we feel we have communicated an idea well, we often move on without any validation. In this video, we give you two ways to get reflection in an Emotionally Intelligent way and in a way which will increase the accountability of your interaction.

Here’s a transcription of the video above:

Hi, I’m Henry Evans. Founder and Managing Partner at Dynamic Results. Today I’m going to talk to you about one aspect of our accountability method called Reflection.

Our accountability method, based on our book “Winning with Accountability: The Secret Language of High Performing Organizations” is being embraced by multinational organizations and MBA schools worldwide. One aspect of it is the idea of reflection. Reflection is getting a comment back from someone you are trying to convey a message to about what they heard. We believe the effect of your communication is measured by the result of the people listening to you. It is not measured by your own self assessment. We also think they will act upon what they understood, rather than what you said.

There are two primary ways of getting reflection from people:

The first one we feel is a little demeaning, particularly to people who are smart and capable. The second we feel has a much greater basis on emotional intelligence. Let’s take a look at the first one.

The first would sound something like; “What did I just say?”. Do you feel a little insulted by that? I feel a little insulting when I ask that.

The second way, which we think would be much more emotionally intelligent, would be to be vulnerable.  It would leave it in the realm of possibility that I didn’t even convey my idea very clearly in the first place. That would sound like this, “You know, I know what I meant to say, but what did you hear?”

Vulnerability according to the table group, is a conduit to trust and trust is the foundation to all relationships. We like that way of checking in for reflection better than the first one.

An even better way of getting reflection would be to say, “You know we discussed a lot of things during this meeting, what are the action items that we’re taking away from this meeting? What are we going to do as a result of what we just said?” That’s another emotionally intelligent way of getting reflection back from people.

As always, we’re trying to give you quick, concise ways to improve your business, communications, and your business results.

Enjoy, and as always see how people like New York Times Best Selling Author, Marshall Goldsmith, have responded to the book by clicking here:

Dynamic Results Book Page

Stay close to us as this year as we will be rolling out new ways for you to access the method that is helping our clients outperform their competition.

For now, know that we have developed a simple method to help any individual build Accountability in to their culture in an emotionally intelligent way.

As always, we welcome your comments. Like us on Facebook to share your experiences or email us at

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 or 214-742-1403 x 106.

Find this article useful? If so, you might enjoy our book.

Steps To Taking A Real Vacation

Six Steps For Taking A Real Vacation

by Dynamic Results

Steps To Taking A Real VacationDo you have trouble disconnecting from the office while on vacation? If so, you are not alone. Business Week reports that over 76 percent of executives said they work at least a few times a week, and 33 percent said they conduct business every single day.

Is this healthy?

The American Institute of Stress reports, “Increased levels of job stress have been demonstrated to be associated with increased rates of heart attack, hypertension and other disorders.”

Is this productive?

As executive coaches, we see the effects of prolonged stress on our clients every day: reduced focus, lack of energy, loss of enthusiasm and creativity; with increased negative interactions with team members. The Families and Work Institute found that overworked individuals are more likely to make mistakes.

So, our big question is: Is it really necessary to always take the office with you?

It is, if you haven’t done sufficient planning. Like everything else in business and life – insufficient planning leads to poor results.

One client, the President of an International Manufacturing company, candidly shares what so many others suffer through. “I normally practice the Robin Williams concept from the movie RV; I do my work when the family is asleep.”

Our Dynamic Results team is committed to demonstrating accountability; which goes way beyond getting things done on time. Being accountable includes taking good care of yourself and living life in a way that is nurturing for you and inspiring to the people with whom you live and work.

Here are a few tips to help boost your accountability for taking healthy and refreshing vacations:

  • A few weeks before leaving, review the status of your key projects. Decide what you will complete before leaving and what and to whom you will delegate remaining tasks.
  • Consult with all your team members and communicate to each one what you want them to handle while you’re away. Make sure to have them state their understanding of what you require to guard against mixed signals or other miscommunications.
  • Notify everyone concerned in your projects who will be responsible while you’re away; how to reach them, and when you’ll return.
  • Set your voice mail and email accounts to inform everyone you are out of the office on vacation.
  • Leave the day before and the day after your trip unscheduled. This will allow you to leave with confidence knowing that you have not only a manageable situation to return to, but time do deal with any unforeseen problems when you get back.
  • Most importantly – commit to letting go and not checking your email and voice mail while away.
  • Finally, make yourself accountable to your spouse and family by showing them this article.

One client, a SVP at a Global Manufacturing company advises that to develop strong, independent thinkers and doers, letting go while away gives all concerned the opportunity to rise to the next level.

Henry Evans, Managing Partner of Dynamic Results, shares, “I leave my computer behind. I do carry a cell phone in case of emergency, but usually leave it turned off and packed away. My objective is to focus on recharging and rejuvenating for a happier and more productive Henry when I return.”

As always, we welcome your comments. Join us on facebook to share your experiences or email us at

Learn how to build a culture of accountability at your organization.

Find this article useful? If so, you might enjoy our book.

Corporate Leadership Expert Henry Evans

Keynote Highlights: Accountability as a Competitive Advantage: Driving Results Without Being a Jerk

We have teamed up with BrightSite Group to promote Henry Evans, our Managing Partner and author of “Winning With Accountability, The Secret Language of High Performing Organizations” on the keynote circuit. Please click on the link above for our promotional video.

With the global success of our best-selling book “Winning With Accountability, The Secret Language of High Performing Organizations” (now with over 100,000 copies in print) we are changing the way teams all over the world are defining Accountability.

We have a team of certified trainers across the globe who are ready to bring the method to your teams. Our Director of Operations, Ede Ericson, is available to speak to you about Accountability or any of our Core Competencies. Please contact her anytime: or 214-742-1403 x 106

Thank you again for your continued support of what we do!