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“Isn’t it time to stop holding people accountable?”
You are a leader. You take on a role called owner, executive, or manager. Or you are part of a team. You are trying to get things done. And you have laggards among you. What is the common response"?
Hold them accountable!
This is a logical next step. Measures of performance. And if you aren’t measuring up, bad things happen. You have been there. It starts with a conversation. Then when that doesn’t work, talk with HR. Maybe they can help. After all, in this culture of litigation, it doesn’t hurt to document. And you find yourself and your company accelerating down the path of correction. After all, you need to “hold them accountable”. A Performance Improvement Plan (PIP) may follow. And it screams to the employee and to their peers, that you have now been given a path to exit, not a path to value. Someone has to pay for this lack of accountability.
And this is where a Great Conversation with Aaron Schmookler, the founder of The Yes Works, creates the foundation for a new idea.
Aaron has a company that promises to unleash your people from this death spiral. It seeks to provide agency to the worker and to the business. And the agency starts with the gift of clarity. Owners and leaders: Are you clear what your mission is? Have you articulated that to your people? Do they know how they contribute to your definition of success? Do they know what the reward for that success is? Do they understand it, want it, and have the skills / capacity to achieve it?
If so, then they are personally accountable to themselves! As Aaron might say: “The greatest kindness one can give another is agency over the consequences of their actions.” When we err, it is a learning. When learning is applied, we grow. When we grow, we have taken a step on a path to value.
This demands a great conversation with your leadership team. It just might be the beginning of a reformation in how you identify, onboard, and mentor your people until they are unstoppable.
