How to create a culture of accountability from management to employee

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motivating employeesAs a manager you are a coach inspiring people to meet organizational objectives while addressing the first concerns of employees “what’s in it for me.” Over the years I have met managers who had great difficulty in holding their people accountable. particularly when attempting to build a high trust environment.

Sitting quietly as second chair in a performance review I heard the manager say:

“If you want to be successful you need to do what I tell you that is expected of you. I didn’t make the rules. They came from corporate. Why? Because I’m the one whose name is on the door.”

How motivated would you be in improving customer service with this type of management cloaked in “I care about you?”

How do you change this paradigm?

Recognize that in all honesty no one and I mean no one wants to be managed. Think in terms of leading them. Meaning you subordinate your agenda to serving your employees not as serfs whose duty is to beckon to your ideals. Instead as employee partners whose adroit engagement not only impacts innovation and customer service but significantly your bottom line and competitive advantage.

The real change begins with management, leadership, and frontline supervisors.

Instead do this:

“How can I help you break down barriers to help you achieve your goals?”

How can I hold you accountable to meet the objectives you

What concerns do you have that could get in your way of doing your job?

How do you want be to approach you if you are not meeting the goals you have outlined?

When my two boys were 8 and 10 they juxtaposed for the last slice of chocolate cake. I could hear one calling me loudly over the other.

“Dad, Spencer wants the last slice of cake?”

I said simply, “Don why don’t you slice the cake first.”

He did.

Then I said, “Spencer now you pick the first slice.”

You see employees will measure up when they trust you. They will do most of the heavy lifting in policing themselves when they know you care.

While this sounds simplistic think of how you would feel managed dictatorially as opposed to collaboratively.

“What do you think would be a good course of action?

Problems Engaging Your Employees and Building Productive Teams? Click here.

Jim Woods, Leadership speaker, Human Resources Consultant, Business Coach

Jim Woods is a leadership development and training consultant deploying his unique abilities in character based training and strategy.

See a partial list of Jim’s clients. Hire Jim Woods to Speak  | Follow us: Facebook | Follow us: Twitter | Skype ID – jim.woods79   Click here to schedule an appointment.

Jim is president of InnoThink Group a human resources and leadership management consulting firm | Skype ID – jim.woods79   Click here to schedule an appointment.m. He has an absolute passion for people development and are constantly refining and adapting his programs in order to ensure that they have the maximum impact on those we serve.






Jim Woods is president of The Jim Woods Group. A management consulting firm. Go here to see his work He advises and speaks to organizations large and small on how to increase top line growth in times of uncertainty and complexity. Some of his speaking and consulting clients include: U.S. Army, MITRE Corporation, Pitney Bowes, Whirlpool, and 3M. See more at his website

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Posted in Employee Engagement

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