That’s right, fire your managers. All of them. You do not need them. Managers are not going to help your organization be it’s very best. Now that you have fired all your managers, fill those open position with leaders – leaders who care, leaders who teach, and leaders who inspire. Leaders will help your organization be it’s very best. You manage things but you lead people. You manage IT. You manage inventory. You manage cash
Are you having attraction and retention problems? Do you constantly struggle to hire and keep the right people? Are there always unfilled job openings in your company. Does your door feel like a turnstile at times. If you can’t find enough good people, then maybe you haven’t built a company good enough to attract those people. And it’s only going to get worse. Recently, consulting firm Randstad conducted the Workmonitor global study. The study revealed
If you hear someone say something that just is not true, do you say anything? If not, are you truly being accountable? A few years back I arrived at a convention center in time to hear a panel of speakers share their opinions right before lunch. I was to be the first keynote of the afternoon, and I was speaking about building a workplace culture that prioritized and inspired accountability. Arriving early to see what
When the headline reads, “Everyone is afraid of him,” that is not a good sign. This tells you that accountability is non-existent. And, you probably also know that engagement, creativity, communication, and ultimately productivity are only shadows of what they could be. With a lack of accountability from leadership to the people, accountability will never exist from the people to leadership. One of the Ten Commitments of Accountability is, “I Am Accountable to Create a
Do you find yourself constantly asking this question? Or, as so often is the case, are we asking, what went wrong? Are you living with the accountable mindsets of abundance, gratitude, and respect or do you find yourself slipping in the negative mindsets of scarcity, entitlement, and contempt? Accountability is not a way of doing. Accountability is a way of thinking. And the mindset we choose drives those thoughts. Those thoughts, in turn, drive our
Working with leaders around the world affords me the opportunity to see up close what works and what does not when it comes to outstanding leadership. I have seen leaders who have built incredible organizations with amazing workplace culture. And, I have seen leaders who struggle to keep their best people, attract new employees, and build a sustainable workplace culture. Here is what I find is the common denominator of the most successful, most accountable,
What does gratitude have to do with accountability? Everything! Gratitude is one of the three accountable mindsets. Without gratitude accountability would not exist. Accountability is keeping your commitments to people. We tend to think of tactical commitments like getting a project done, showing up at a certain time, or turning in a report as being accountable. Those are responsibilities. It is the relational commitments that build accountability. Examples of relational commitments are: A commitment to
Amazon is in the news again, and not for a good reason. A recent report from Reuters says a trove of documents examined by reporters confirms the on-line retail giant “stoked sales of Amazon private-brand offerings by rigging Amazon’s search results so that the company’s products would appear…‘in the first 2 or three search results’“ for customers on Amazon.in, its Indian e-commerce site. This despite sworn testimony before the US Congress from senior Amazon executives,
“They should appreciate that they have a job.” “I pay them to do that.” “You don’t need to understand why we’re doing it this way.” We’ve all heard leaders use these lines and more in the past. This is not the way an accountable leader thinks. The leader that talks like this does not appreciate or truly value the people for whom they are responsible. Is it any surprise that those people do not feel
We are seeing a lot of headlines lately about Facebook’s decision-making, about its lack of accountability, and specifically about its leadership’s (often-stated) commitment to protect society by reining in hate speech and extremism on its platform. How serious is that commitment? A former product manager for Facebook, Frances Haugen, recently testified before a Senate subcommittee that, in her experience, Facebook “repeatedly encountered conflicts between its own profits and our safety, (and) consistently resolved those conflicts
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