WFF Trust and Accountability 4.13

How to Build a High-Trust, High-Accountability Culture

“Simplicity is the ultimate sophistication” Leonardo da Vinci

(T + C + ECF) x DE = Success

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Ideal Team Member ?Develops and displays competence.

Follows through on commitments.

Delivers required results.

Ensures their actions are consistent with their words.

Stands behind the team and its people.

Is enjoyable to work with.

Is passionate about their work and those they serve.

Communicates and keep everyone informed.

Helps the other members of the team.

Helps members of other teams.

Shares ideas, information and credit.

Hold themself 100% accountable.

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1. Lack of TRUST2. Lack of Candor3. Lack of Commitment4. Lack of Accountability5. Lack of RESULTS

1 - 10Page 1

Source Credibility

C + R + I SO = SC

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Competence

RespectDistrust

Affection TRUST

HIGH

LOW

LOW HIGH

Concern

3

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The 4 Cs of TrustYou must Consistently

Communicate that you are Competent

and you Care

“I am good at what I do… and I do it because I

care about you.”

DMCCMD

irection – vivid, clear, inspiring --- shared

easurements – specific, observable, focused

ompetence – very good at what they do

ommunication – open, honest, courageous

utual Accountability – all team members

iscipline – do this every day

The 6 Keys to a High-Performance Team

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10 – 15%

What Inhibits Execution?National Survey of 14,000 Senior Executives

4. Inability to work together

3. Company culture

2. Economic climate

1. Holding onto the past / unwillingness to CHANGE

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In other words…In order to succeed you need a high-performance team that is extremely customer focused and embraces a strong culture of disciplined execution and accountability while being nimble, agile and adaptable to changes in the marketplace.

Obstacles to Execution

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1. There is a real void of clear, direct and understandable communication about the direction of the organization. This results in people doing what they want to do, not what they need to do and breeds a climate of not caring about the customers/clients or their colleagues.

2. Dysfunctional behavior is accepted or ignored and worse yet, colleagues, management reward it.

3. There is no definition of what is acceptable and what is unacceptable performance.

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4. Management does not promote and confirm that accountability is a key principle within the company.

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5. Good people may leave because of frustration that their employer is ignoring the issue and is not proactive in seeking and implementing a solution to change the environment.

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Vision+

Values

Strategy

Commitment

Alignment

Systems Communication

Support

Adjust /Innovate

Reward /Punish

Where are we going + how will we behave on the way?

FocusDifferentiation“No”

Stakeholders + guiding collation

Vision + ValuesStrategyPlansGoals / ObjectivesTactics / Actions

Procedures / ProtocolsRepeatable ProcessClear / consistent / relentless

Training +time / money /

supplies / people

Measure / TrackCommunicate

Transparency Renewal

Praise + Celebration and

Eliminate Mediocrity

9 Steps forEnsuring

Effective Execution

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Accountability 1. 100% Clarity + Authority

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Drone Scapegoat

OwnershipMentality

LooseCannon

HIGH

LOW

LOW HIGH

Auth

ority

Accountability

Empowerment

NITB

Accountability 1. 100% Clarity + Authority

2. 100% Agreement

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The Four Pieces of Paper…

Agreement

NITB

Accountability 1. 100% Clarity + Authority

2. 100% Agreement

3. Track & Post

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Keep a Compelling Scoreboard• It has to be simple• It has to be visible to the team• The has to show all key metrics• it has to tell you immediately if

you are winning or losing!!

Tracking

Accountability 1. 100% Clarity + Authority

2. 100% Agreement

3. Track & Post

4. Coach & Train

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Situational Leadership

Teacher Coach

Director Cheerleader

FLEX

LOW

LOW

HIGH

HIGH

Moti

vatio

n

SkillNITB

Accountability 1. 100% Clarity + Authority

2. 100% Agreement

3. Track & Post

4. Coach & Train

5. Reward or PunishPage 4

99% of the time when I do something wrong I get in trouble… 99% of the time when I do something right - nobody says anything!

LN

K

Keys to Career Success

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Workshop: Pages 5 & 6• What are the top THREE things you must do

right away to dramatically increase the level of trust and accountability in your organization?

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If you have any questions at all please do not hesitate to send a note or call. My email address is: john@johnspence.com

My twitter address is: @awesomelysimple

Please connect with me on LinkedInAlso, you might find value in the ideas I share in my blog. You can sign up for it at:

www.blog.johnspence.com

Lastly, these slides have already been uploaded to:

www.slideshare.net/johnspence

Thank You

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