Great simple yet effective strategy. I like the piece about getting their commitment verbalized so it’s not a one-way conversation. I would also follow up with an email to summarize and review what we have discussed so you have a written trail as well to either track improvement or show that they have not met expectations.
Based on your experience with leadership, is there an effective way to instil peer accountability? Where team members are engaging and comfortable enough to hold each other accountable? Or is it a top-down system from leadership onwards? Thank you so much!
So how do you set these expectations. In a group setting or individually? I am starting an office manager job tomorrow and I have expectations that I would like to go over with them but I'm unsure of how to deliver
Hi Brianna, great question! I wouldn’t recommend setting expectations with a team on your first day as manager. This is one of the quickest way distance people from you.
awesome video. thank you for sharing. any feedback on how to share 'consequences of action/inaction' without making it seem like a threat? i might be overthinking or having some kind of personal block on this,....as i play out scenarios in my head ..'sharing consequences' seems like 'threaten' haha thank you regardless
I get yah. The way the framework is framed is so that you think of the consequences and have it clear in your mind. It's not meant to share. My apologies if I made it seem as though you have to say this to the team member. Frame it when communicating however you see fit that's in alignment with your personality.
Threatening involves contrived consequences, such as write-ups or terminations. There are also natural consequences--for instance, "when you're late, other team members have to do more work to cover for you, and our clients suffer from this."
Thanks for picking up very relevant topics and giving a practical approach .It would be great if you can also cover some gender based management topics like some common situation a women manager might have to deal compared to her male counterpart .For example : a women taking tougher stand might be judged more as compared to males behaving same way.
Why not take accountability and admit things you do wrong. Leading to take accountability by taking blame for things you dont necessarily have to take blame for… as the leader is what encourages others to take accountability. You can’t just enforce consequences, otherwise you’ll be left with no employees and very high churn. This is highly effective management with poor leadership.
Holding staff accountable seems to be the biggest challenge I hear from managers. Such a valuable video!!
Absolutely, no one teaches you how. You know it needs to be done but it's hard to know HOW.
It is and i have a Team Leader that i work with. But work does not always get done.
Great simple yet effective strategy. I like the piece about getting their commitment verbalized so it’s not a one-way conversation. I would also follow up with an email to summarize and review what we have discussed so you have a written trail as well to either track improvement or show that they have not met expectations.
Sorry if this is a dumb question but how would you hold your team member accountable if you were not the manager but just their colleague?
You can’t, but you can be a leader with no authority.
Based on your experience with leadership, is there an effective way to instil peer accountability? Where team members are engaging and comfortable enough to hold each other accountable? Or is it a top-down system from leadership onwards? Thank you so much!
I give very clear written and verbal expectations. And they still fail
Same!
So how do you set these expectations. In a group setting or individually?
I am starting an office manager job tomorrow and I have expectations that I would like to go over with them but I'm unsure of how to deliver
Hi Brianna, great question! I wouldn’t recommend setting expectations with a team on your first day as manager. This is one of the quickest way distance people from you.
Love the content!❤
awesome video. thank you for sharing. any feedback on how to share 'consequences of action/inaction' without making it seem like a threat? i might be overthinking or having some kind of personal block on this,....as i play out scenarios in my head ..'sharing consequences' seems like 'threaten' haha thank you regardless
I get yah. The way the framework is framed is so that you think of the consequences and have it clear in your mind. It's not meant to share. My apologies if I made it seem as though you have to say this to the team member. Frame it when communicating however you see fit that's in alignment with your personality.
@@makeda.andrews awesome! Thank you so much for the vieo and the feedback. you're amazing. THANK YOU!
@@anthonyrios7668 You're welcome. Sorry that I got back to you days later. For some reason your comment was buried 🤦🏾♀
The video states to tell them the consequences. Do you or based on th reply do you not?
Threatening involves contrived consequences, such as write-ups or terminations. There are also natural consequences--for instance, "when you're late, other team members have to do more work to cover for you, and our clients suffer from this."
Thanks for picking up very relevant topics and giving a practical approach .It would be great if you can also cover some gender based management topics like some common situation a women manager might have to deal compared to her male counterpart .For example : a women taking tougher stand might be judged more as compared to males behaving same way.
Thanks for this, I will definitely keep this in mind as a topic on the channel.
@@makeda.andrews -Thanks a lot 🙂
Implications!!!!
Yesss implications is often the piece that is forgotten when it comes to accountability ;)
Why not take accountability and admit things you do wrong. Leading to take accountability by taking blame for things you dont necessarily have to take blame for… as the leader is what encourages others to take accountability.
You can’t just enforce consequences, otherwise you’ll be left with no employees and very high churn.
This is highly effective management with poor leadership.
laugh out loud
What are they going to do, next (sherlocks _laugh out loud
Stupidity.