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Sure, we can’t control many of the things
going on in the economy. However, what managers and business owners can control
is how they go about realigning their thinking and efforts around how they are
continually developing their people, which begins with how these managers
develop themselves into the leaders they can be in this new age.
It’s evident that many organizations have
lost sight of the primary objective of management and leadership, which is
simply this: To make your people more valuable.
There are several
issues at work that inhibit the manager’s ability to get their people to be
more accountable around their goals.
Is there a consequence to their actions or non-actions? And that consequence
can come from you (i.e. the affect on their salary, position, job, bonus, satisfaction,
peace of mind and so on) or from a personal cost they would feel themselves by
Building off number one above, it’s all about how you position this
conversation around accountability. This is always a tough job for managers, because
most of the time, they get on their soapbox and preach the consequences to
their team. This often sounds like: “You can be more successful if….” or
“You can make more money if only you would ……” or “If you don’t turn
this around you’re going to (be out of a job, get fired, fail, and so on).”
falls on deaf ears because for someone to truly internalize this message and
make it real for them, they must hear the consequence in their own words,
through their own voice and arrive at the consequence on their own. They need
to recognize it, say it and declare ownership around it.
the only way to do this is by asking them better consequential questions. In
this podcast, I’ll share with you the steps you can take to coach people to become
more accountable around their job and their goals, and the questions you can use
to achieve this critical objective. (Oh, and did I mention that by following
this process, you no longer have to be positioned as the bad guy!)
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