When I asked Jathan about accountability among lawyers in law firms, he mentioned the “Quiet Herd Cutter” problem. Intrigued, I asked him about it. Although the context is a law firm, there is little doubt that you will relate to his description of The “Quiet Herd Cutter.”
When her company found out about it, she was fired. Her husband told me she was getting an attorney to contest her firing. I was confused.
“What did you do to our CEO?!” It was the subject line of an email I received and it made me laugh. The sender of the email was an Executive Vice President who had just met with his boss.
Are you a CEO with an “open door policy”? Watch out, without proper use and management, this practice can become destructive; a major trustbuster in your organization.
Undercover CEO is a good idea.
An experience of bad service from a door-to-door transportation company once left me so stunned, I wondered if the CEO of the company had been watching that night, would the driver have performed so poorly?
Ed’s department at a major medical center was in disarray when I arrived. Constant finger pointing and blaming dominated everyday “huddles” that were meant to target problems and propose solutions.
It is important to understand that the transitions between each developmental phase are completely dependent upon the employee. The knowledge of where the employee currently falls into this metaphor is the first step to growing at “weed speed.”
f you work in a culture where accountability is expected and appreciated, then the focus is sharply on enterprise building and quality activities. The personal accountability of an organization’s leader sets the foundation of the organization.
Imagine if your 20-something daughter comes home for a family dinner and tells you that her boss (who you knew to be about your age) is in the habit of slamming things down and yelling at her in anger, what would your advice be?
It is one thing to have accountability education and quite another to follow-through with what was learned. Real leaders use the tools of accountability like Clear Agreements and Looking Back worksheets to continuously learn.
Does your department do better when the boss is on vacation? Do you love it when your manager is away at meeting or a conference? In many work places, employees report that the environment is not only better BUT that they are also considerably more productive when the boss is not present.
When teaching personal accountability to managers, it is not unusual to hear complete exasperation about the lack of accountability a boss demonstrates. As participants in accountability education it is almost impossible not to start thinking about “my unaccountable boss, who could really use this.”