3 Results on Engagement from Lack of Accountability

Personal Accountability : Powerful and Practical Ideas for You and Your Organization

Three results on effective engagement from the lack of personal and organizational accountability:

Placing blame
Victim thinking
Procrastination

Each person and organization needs a practical approach to eliminating blame, victim thinking, and procrastination.

By walking the high road - the path to personal and organizational accountability - we can achieve greater levels of excellence and leadership in our lives, both at work and at home.

If you or your organization is searching to improve personal accountability, I suggest this book!

The ideas presented in this book are pragmatic and readily applied.

Failing to understand the results on engagement from lack of accountability and how to overcome it may slow both personal and organizational success and growth.

As always – if you would like to learn more about this topic - or - book me to speak with your organization - or - discuss coaching opportunities,
operators are standing by!

Comments

Understanding the "Engagement Zone"

The “engagement zone” is an unseen, yet powerful arena, in which an emotionally driven encounter occurs that results in a transaction between parties or their respective representatives. These transactions may be: Between two individuals Amongst or between a group or groups of individuals Amongst or between an individual and a representation (website, app, etc.) of an individual or organization. Transactions in the engagement zone may or may not: Be authentic Be effective Be meaningful. Within the “engagement zone” a wide variety of transactions can occur. These transactions range from moments that “last a lifetime” to moments that “drive us to rage.” Make no mistake, the “engagement zone” is powerful and it is packed with endless possibilities. When people enter “the zone,” they typically enter with a purpose. They may enter to buy or sell, teach or learn, improve or grow, lead or follow, etc. The goal, most often, is “success” within the zone. Two Fa

4 Leadership Lessons from the Pace Car

I can remember the first Indy 500 I watched. Specifically, I can recall my captivation with the “pace car.” The very first pace car I watched "set the pace" was a Chevy Corvette driven by Jim Rathmann. I remember asking my friends in the room “what exactly does a 'pace' car do and why is it needed?” Without any hesitation someone in the room replied “it paces the drivers to ensure they are up to speed and ready to start the race.” I now realize that the “pace car” is actually a “pace setter" and it does more than just "set" the speed. When I think of coaching, teaching, mentoring etc., it is evident that "pace setting" is a quality of effective leaders. Pace setting creates opportunities to grow success by setting expectations. 4 Leadership Lessons from the Pace Car #1 - The pace car ensures that the track is safe. Effective leaders ensure that organizational culture is both physically and emotionally safe. Yes, the

Praise-Based Feedback

Types of feedback on performance. There are two types of feedback on performance. First is "opportunity-based feedback" and the other is "praise-based feedback." Both, when effectively and authentically delivered, can drive the engagement process to more meaningful levels. Effectively and authentically delivering "praise-based feedback" communicates the following: Value. When praise-based feedback is offered it communicates a message of value to the person receiving recognition. The primary message delivered is that others are "valuable and worth recognition." Awareness. When praise-based feedback is offered it communicates awareness to the actions and behaviors of the person receiving recognition. The primary message delivered is that "what is being done" is being noticed and it is not going unrecognized. Gratitude. When praise-based feedback is offered it communicates gratitude to the person receiving

Search This Blog