post # 386 — Monday, June 18, 2007 — a General post
Accountability - new managing videocast & audiocast
The 13th episode in this series puts fourth that in order for the employees of an organization to raise their performance, the managers must first improve in their role. In order to accomplish this, however, managers must be willing to be held accountable to the standards of the organizations. We will discuss one way that this accountability could be installed inside an organization.
Audio Timeline
00:39 – Introduction
00:12 – Over-investing in training, under-investing in accountability
02:07 – Managerial accountability
02:59 - Standards and the goals of an organization
06:25 - Conclusion
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Brad Potter said
I am new to this, so please forgive me if I screw it up. I hope I am not being held to an impossible standard. I will fail.
I am intrigued (and willing) to be accountable to the staff (I am the owner) The trade off of course is that if I become the General (White Christmas as the video David's example) then I set the standard and the pace. In the video, the case is made the manager must be willing to resign if there is no progress. Perfection is not the standard, progress is! I like it. But I am wondering about any possible resources that can help ME grow, and then bring the staff alongside the process of change. How about a resource for the EMPLOYEE to rate the boss? I set the standards of behavior, (cleanliness, service, ethics, etc) but my employee's continue to push the envelope of underachievement. I told my manager (ok he is our son) that he MUST hold himself to a HIGHER standard, not a lower standard. The employees then hold them selves to his standard, not mine. I know this may seem like an unanswerable question, but I need a bit of help. Thanx
posted on Wednesday, June 27, 2007