Say the phrase, “We need to hold people more accountable” to your team and most of them will likely have a negative reaction. Why? Because for many, the connotation of the word “accountability” was created by an unpleasant experience involving blame, coercion, criticism and more work. What we say we mean versus what they perceive is often contradictory.
Providing difficult feedback to an employee is one of the most challenging tasks for a supervisor. Nobody likes having to tell someone that they are not doing a good job. And certainly nobody wants to hear it. Employee defensiveness, even complete denial of the situation, can often be a typical employee response.
In my last article, I wrote about two of the common traps decision makers can fall into. In this article, I’d like to share two key questions that must be addressed when making a decision – who should make the decision and who should be in involved in the decision. The answer to the first question is pretty straightforward – generally it’s the individual who is in charge. But the decision maker has some options when it comes to the second question. Let’s explore them.
Gather in a circle? Ned, are you crazy? This is a workplace not some hand holding kumbaya love fest! No I am not crazy and you don’t have to be part of a kumbaya love fest to pull this off. The circle is the most prevalent geometric shape natural to nature. Everything you see has a circular shape to it; the moon, earth, sun, clouds, trees, animals, (some of us are a little more circular than others) and so on.