Lacking Accountability
Green Light: Let’s Get Going
1. When someone is lacking accountability, it is vital to understand their interpretation of accountability. Often the joke about employees is they will change their job description and expectations and they will forget to send their leader the memo. 2. Create three columns on a whiteboard and ask the person(s) you’re coaching to fill up the columns. 3. Column 1 is what are the top three attributes that position people to be successfully accountable; Column 2 identifies the top three risks to the individual on the team if someone is lacking accountability; Column 3 is the actions they will take to facilitate success in column 1 and avoid column 2.
Yellow Light: Needs Attention
1. Assuming there is a definition and understanding of expectations specific to accountability, ask them to come into your next coaching session with two areas where they’re following through and demonstrating a high level of accountability, and one or two areas where they feel they’re accountability is lacking. 2. Essentially, you are using a learning project before your coaching session giving them time to reflect before you start coaching them on a lack of accountability.
Red Light: Needs Immediate Attention
1. This activity is going to be very unique. Create a character and put the person up on the whiteboard and literally draw a stick figure so they can visualize somebody. Give that character a name. Write out the things they’re doing well and then things where they’re lacking accountability, and ask the person(s) you’re coaching what you would do to coach this character. Essentially, you’re using a 3rd party coaching element for them to look at themselves through a hypothetical scenario. 2. After you complete the first part of the activity, ask them to write out things they are strong in, and an area of opportunity to improve perspective that are similar to the character.
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