Sometimes, it feels like no matter how hard you try (and hustle! and plan! and cajole!), your team isn’t cohesive, collaborative, or cooperative…
You’ve exhausted all your tricks, techniques, personality assessments, and trainings, but they still don’t produce the results you want.
You’d like your flock to fly in perfect formation, right? Have you seen a skein of geese in flight? They’re poetry in motion!
Your team’s success (or lack thereof) is a direct reflection of your leadership.
This might be hard to read, but once you accept it, you can finally begin creating the changes you want to see within your team.
While you’re working so hard, doing the best you can with what you have, your team may view your repeated attempts (hustles, plans, cajoling) as manipulation.
We’ve seen it time and again working with managers. They mean to do well, but the question remains unanswered, “Why does my team resist me?”
How do you change your results? What’s missing? What would happen if your team achieved alignment in their formation? Where do you start?
No leader — and we know a lot of great leaders — suddenly dons a Superman or Wonder Woman cape and voilà! All problems solved!
No, you and your team are all on a growth curve.
As you grow, they grow. Consider these leadership success habits to acquire.
Each week, you’ll receive one Success Accelerator and one Action Multiplier in a sequence that will build your leadership muscles consistently.
By the 13th week, your new, effective leadership skills you gain from the Success Accelerators + Action Multipliers will become habits and create positive patterns, motivating you to stay the course and appreciate your growth path.
With these automatic habits in place, you’ll finally feel empowered to stop bouncing from one technique or strategy to the next, desperate for answers to your leadership challenges.
These are transformative, bite-sized lessons you can work through and apply quickly. Designed for leaders with no extra time to waste.
“I resisted tracking leading indicators for fear of becoming a micromanager and from the self-limiting belief that I did not have time to manage the daily activities of my people.
In truth, what has actually happened is my strategic time has been freed up as a result of holding everyone more accountable, and my conversations with my staff have become much more focused.”
“We have an annual employee survey for the entire company. It measures many things, including employee engagement, satisfaction, and manager feedback. Several questions show very important improvements that we would attribute to our time training with Accountability Pays. My team felt that Accountability Pays greatly contributed to the improvements in the following team ratings:
1. Key Metric: ‘My manager gives me feedback that helps me improve my performance.’ Originally we scored only 80% favorable in 2012 and improved to 95% favorable!
2. Key Metric: ‘In my work group, there is open and honest two-way communication.’ The score rose from 68% in 2012 to 80%.
3. Key Metric: ‘I feel that I am part of a work group that works effectively together.’ My team rating in 2012 was 74% and rose to 80%.
Geoff is currently a 3x repeat client, having moved companies and risen to the role of CEO.”
“Accountability Pays first began working with our executive team almost three years ago. We evaluated ourselves as a team and saw some gaps in how we hold ourselves and each other accountable. Although we are successful, we had many unforeseen breakdowns, so they worked with us to upgrade how we communicate our way through systemic steps of getting our product delivered on time and with great success.
Pamela directly helped me, as CEO, initiate a customer review process at the end of our event delivery, and today, our satisfaction ratings are now between 97% and 100% satisfied. Using the Leadership Impact Survey, we asked my direct reports about my effectiveness as a leader. In year two of the survey, I had substantially improved as a leader. I am a better manager today and still growing, thanks to the support of Accountability Pays.”