Performance goals are the means to the end. If sales managers improve accountability, they will improve sales performance in the process.
The more engaged you become, the more likely you are to know when an unproductive pattern of behavior or poor performance begins - and why. This gives you, as the manager, a strategic advantage over your competition and peers.
A sales manager's most important work product is a high performing sales team. Build accountability into your sales culture for best results.
As a manager you are responsible for the success or failure of your team. It makes sense to provide direction and confirmation frequently.
The cost of neglecting accountability is high. Lack of Accountability results in disengaged employees, low productivity, low morale, and high turnover. Unfortunately, these are lagging indicators associated with managers who set vague or unclear expectations and fail to hold people accountable for results.
Managers are the key to solving workplace communication problems. This article provides guidance for improving communication and performance.
My journey to becoming an Accountability Advocate. Many of you have experienced similar unintended consequences in the workplace but might not recognize them as the result of a lack of accountability.
Coaching for accountability should be frequent and focused. Employees who receive daily feedback are three times more likely to be engaged.
Performance review meetings are actually accountability evaluations. Disguising accountability as performance immortalizes it as a bad word.
Successful managers appreciate the push and pull that is inevitable when all of the behavior styles are represented. A behaviorally diverse team is strong, healthy, and productive. Embrace the differences, set high expectations, and hold employees accountable for results.
Managers who dictate and micro-manage employees are sending the message, "I can't trust you." Managers who are unpredictable and moody send the message, "You can't trust me."
The most important product of a manager's effort is a high performance team. If you achieve your goals through the effort of others, as most people managers do, then you have an obligation to hold yourself accountable for their development and hold employees accountable for results.
The Business of Accountability System™ promotes a system built on trust that is mutually beneficial for both employees and managers.
The Business of Accountability System™ provides leaders and managers with a process for identifying their most import business drivers and holding employees accountable for achieving results. Managers can spend less time "fighting fires" and more time creating, inspiring, and coaching employees for success.
The Business of Accountability System™ provides leaders and managers with a process for identifying their most import business drivers and holding employees accountable for achieving results.