Comments on: How to Hold Employees Accountable while Empowering Them

By: SP Schreuder

SP Schreuder — Mon, 20 Nov 2023 04:58:43 +0000

Accountability is something many complain about and fundamental to developing a trusting relationship. I love the way you have simplified the model Scott. I do love facilitating this program – gets individuals to see how they can take responsibility for diagnosing what’s the possible obstacle/s and how to bridge this – through effective engagements.

By: Denise

Denise — Mon, 13 Nov 2023 17:43:23 +0000

I’m a bit conflicted on the skill statement. We had a person that was trained for over 3 months on a program and process and she still could not do the job. She ended up leaving and skewered me in the exit interview. I was not the trainer but the person that was is very knowledgeable (the SME) on that job. I had several meetings with the frustrated employee and she never told me directly what the issues were even after being asked. This has happened with a couple of other people as well but maybe I’m associating skill with will? It’s been very frustrating to me as a manager because I don’t know how to help in the event of future situations.

By: jean

jean — Wed, 08 Nov 2023 17:23:41 +0000

great article!

By: tom benzoni

tom benzoni — Wed, 08 Nov 2023 16:50:51 +0000

This can be a challenge; the actin may depend on the setting.
If this is a professional setting wherein the employee is expected to act in the best interest of, say , a patient, then doing what one is told can run into professional ethical conflicts.
E.g., the institution might get money for meeting a certain threshold of utilization of a drug or intervention. They may pressure practitioners to take certain actions/place certain orders that may or may not benefit the patient but will benefit the organization. When this occurs, the loss of trust is profound.
Thus, depending on the setting, leadership needs to ask: Whet would happen if I was totally transparent, revealing any incentives I or my organization receives, including money, prestige, advancement, etc.
I’ve been surprised over the decades to see this really work, including when the leader stated they would get a job promotion and the organization would get money if we would do XYZ.
This is a great strategy to reduce burnout!

By: Nikita

Nikita — Wed, 08 Nov 2023 15:09:22 +0000

This is such a serendipitous arrival in my inbox today. I have read the articles in the past but have been missing them for a while. A team of 17 ranging in ages 15-22 has been an interesting challenge since losing our chief assistant. However, the ideas listed here as well as building relationships has been crucial in developing my staff. Providing one on one time to connect or simply a quick hello to each while selecting a few to engage in quick chats is helping me see my team as people in addition to my employees. Learning about their home life and what are their aspirations, even at this stage when they are just stepping into the world learning what it means to exercise independence, has been a wonderful journey of authentic leadership for an introvert like myself. I am excited for this new chapter and look forward to growing myself as I develop and empower my team! Thank you 😊