Monday, July 5, 2010
In the News-Accountability and Trust
Robert Whipple believes it is important for managers need to hold employees accountable for meeting commitments. This sounds simple, but in the messy world it can be a conundrum. Th ereason? People have a tendency to justify their actions based on their personal rationalization. To the manager it may seem a lame excuse, but to the employee, there was no way the commitment could have been made. The technology for holding people accountable begins with the notion that it is expected behavior. Still, the manager needs to do this in a way that follows the Golden Rule. There is a fine art to holding people accountable and still maintaining trust with not only the employees in question but also their peers. What techniques do you use to manage accountability without trashing trust? Click the title to read the accompanying article or offer your own thoughts on the topic.
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I truly believe in inspecting what I expect. If value it then I need to show it in the amount of time and energy I give to it. I also believe in the feedback loop. Teachers need to know how they are doing and how their actions impact student outcomes. Tools I use are frequent informal conversations, walk throughs, email reminders, and touching base with teacher leaders.
ReplyDeleteThat makes sense and sounds like a similar idea- Measure what you treasure, but I like yours better. P.S. Welcome LaChawn ;)
ReplyDeleteInteresting article. This guy has no problem confronting those in power who might be wrong, does he? Clear and specific expectations are essential. I try to be visible and approachable. My office is centrally located and my door is generally open.
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