Comments on: The Long and Short View of Accountability https://cruciallearning.com/blog/the-long-and-short-view-of-accountability/ VitalSmarts is now Crucial Learning Fri, 06 May 2022 15:20:37 +0000 hourly 1 https://wordpress.org/?v=6.5.2 By: Andy https://cruciallearning.com/blog/the-long-and-short-view-of-accountability/#comment-9672 Mon, 02 May 2022 18:18:34 +0000 https://cruciallearning.com/?p=14100#comment-9672 I believe in order to be a good leader, opinions should be taken from all members of the team. Then an assessment can be made with several possibilities for the best outcome. After the decision is made, a good leader will explain to the team why this decision was made.

]]> By: Julinda https://cruciallearning.com/blog/the-long-and-short-view-of-accountability/#comment-9590 Mon, 18 Apr 2022 15:51:38 +0000 https://cruciallearning.com/?p=14100#comment-9590 I don’t feel like the answer was very helpful! Also I agree with the comments that leadership is not always correct (or competent).

]]> By: Tabitha Adkins https://cruciallearning.com/blog/the-long-and-short-view-of-accountability/#comment-9528 Thu, 14 Apr 2022 06:17:09 +0000 https://cruciallearning.com/?p=14100#comment-9528 In reply to Dawn Thompson.

Tom and Dawn! wow you are right on the money! I am dealing with this on a daily basis. Just because you have the degree and the status does not make you equip to lead. I am constantly protecting and taking up for staff because my leader is a bull in a china closet. She is right and this is the way it is done. She sees staff as an asset to be used as she sees fit. No leadership skill.

]]> By: Charles S Charman https://cruciallearning.com/blog/the-long-and-short-view-of-accountability/#comment-9524 Thu, 14 Apr 2022 00:21:06 +0000 https://cruciallearning.com/?p=14100#comment-9524 Thanks once again for the wise words Scott. This will be very useful the next time I am faced with a dilemma over accountability.

]]> By: Kevin Crandall https://cruciallearning.com/blog/the-long-and-short-view-of-accountability/#comment-9520 Wed, 13 Apr 2022 19:05:30 +0000 https://cruciallearning.com/?p=14100#comment-9520 Great response Scott. I strive to view accountability as, literally, the ability to account for (or see) success and failure. This makes feedback a service I may render personally or build into the program/project/process. As a leader, I am responsible to set expectations for success and how we’ll account for it. Then, I must set about managing the feedback loops to enable everyone involved to account for our progress toward success. Of course, it all starts with me being able to account for my own success (or failure) as a leader. That has to be built into the program–or else I am, by definition, not accountable. As I said, still striving.

]]> By: Sarah R, https://cruciallearning.com/blog/the-long-and-short-view-of-accountability/#comment-9519 Wed, 13 Apr 2022 16:32:15 +0000 https://cruciallearning.com/?p=14100#comment-9519 In my organization, we have performance goals centered around accuracy. We recently implemented a system of classifying the root cause of an error. We have 5 classifications: 1) Omission, e.g., forgetting to do something; 2) Commission, i.e., doing a task incorrectly; 3) Rule based, i.e., failure to apply established rule(s); 4) Knowledge based, i.e., failure to apply knowledge learned; and 5) Intentional deviation. Identifying the broader classification helps drive the conversation between manager and employee and de-personalizes the error somewhat. It presents an opportunity to have an honest discussion about training, procedures, and workload; which hopefully invests the employee in the solution.

]]> By: Marie https://cruciallearning.com/blog/the-long-and-short-view-of-accountability/#comment-9518 Wed, 13 Apr 2022 13:48:16 +0000 https://cruciallearning.com/?p=14100#comment-9518 In reply to Marie.

*This was meant to be a general reply, not a reply to Dawn!! 🙂

]]> By: Marie https://cruciallearning.com/blog/the-long-and-short-view-of-accountability/#comment-9517 Wed, 13 Apr 2022 13:43:52 +0000 https://cruciallearning.com/?p=14100#comment-9517 In reply to Dawn Thompson.

This is the EXACT question my team and I face time and time again. I was SO excited to read and share with my leadership team! This is our top employee experience focus this year. This is also the first and only post I’ve read that I was sorely disappointed in. I will be rereading and doing my own personal exploring on this. Thanks for the reminder that there is no easy answer or standard approach. Also a reflection that some leadership talents are gifted and not taught.

]]> By: Dawn Thompson https://cruciallearning.com/blog/the-long-and-short-view-of-accountability/#comment-9516 Wed, 13 Apr 2022 13:40:00 +0000 https://cruciallearning.com/?p=14100#comment-9516 In reply to tom benzoni.

Ding, Ding, Ding, Ding, Ding!! @Tom Benzoni – 100% as I have witnessed this firsthand in my industry. People have a way of “using the right language” to paint themselves a leader, until the true test of action happens and the results are less than stellar.

]]> By: tom benzoni https://cruciallearning.com/blog/the-long-and-short-view-of-accountability/#comment-9515 Wed, 13 Apr 2022 13:34:30 +0000 https://cruciallearning.com/?p=14100#comment-9515 I’m not sure if this is oppositional defiant disorder, but I do have a question about leadership. I wonder if there isn’t a fundamental attribution bias that somebody in leadership is, of necessity, intrinsically correct. Is it possible we could have someone in leadership who is not competent?
Part of this is from the point of view of an ER doc of 40 years of experience. I’ve seen a lot of amateur leadership.
Tom benzoni

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