{"id":956,"date":"2021-10-01T06:00:57","date_gmt":"2021-10-01T06:00:57","guid":{"rendered":"https:\/\/www.practicesolutionsinc.net\/blog\/?p=956"},"modified":"2021-10-04T14:40:04","modified_gmt":"2021-10-04T14:40:04","slug":"encourage-accountability-part-1","status":"publish","type":"post","link":"https:\/\/www.practicesolutionsinc.net\/blog\/2021\/10\/encourage-accountability-part-1\/","title":{"rendered":"How to Encourage Accountability!  Part 1"},"content":{"rendered":"<p>Just hearing the word accountability often results in a big sigh, rolling the eyes and that ugh feeling.\u00a0 Let&#8217;s face it cultivating accountability can seem like a daunting task.\u00a0 What usually pops into mind are the words babysitter or micro-manager from past failed attempts at trying to get others to be accountable. We often give up after two or three attempts to hold the person accountable.\u00a0 We feel that the effort isn\u2019t worth the frustration.<\/p>\n<p>&nbsp;<\/p>\n<p><iframe loading=\"lazy\" title=\"YouTube video player\" src=\"https:\/\/www.youtube.com\/embed\/VwS0PUL3rX0\" width=\"560\" height=\"315\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/p>\n<p>&nbsp;<\/p>\n<p>However, without accountability, execution suffers.\u00a0 Performance deteriorates when we don&#8217;t hold ourselves or others accountable to getting work done well and on time. The more we let things slip the more acceptable it becomes to let them slip again.\u00a0 A day becomes a week, a week a month and finally not at all.<\/p>\n<p>I am often asked by my clients and audience members; \u201chow many times do I have to ask or remind someone?\u201d\u00a0 My response is always until they do it or you let them go.\u00a0 Otherwise, your culture reaps the result of lower performance.\u00a0 Culture always starts with the leadership team.\u00a0 It is either what leadership does or allows which becomes viewed as accepted by the team.<\/p>\n<p>There are always consequences when there is lack of accountability to the patients, practice, and team.\u00a0 Therefore, there must also be consequences to the person who is not being accountable.<\/p>\n<p>Without it, it is difficult to get people to assume ownership of their own actions because they believe they will not face any consequences.<\/p>\n<p>Here are ways leaders can demonstrate and encourage accountability.<\/p>\n<p><strong><em>Establish clear job expectations<\/em>.<\/strong>\u00a0 What are the daily, weekly, monthly, and yearly expectations?\u00a0 I like to use S.M.A.R.T. Goals<\/p>\n<ol>\n<li>Specific<\/li>\n<li>Measurable<\/li>\n<li>Attainable<\/li>\n<li>Relevant<\/li>\n<li>Timely<\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<p><strong><em>Communicate daily<\/em> and address any concerns immediately<\/strong>.\u00a0 We often let things go a few times before addressing.\u00a0 The concern is once something is allowed (not addressed) it is considered acceptable.\u00a0 Nip things in the bud as soon as they happen.<\/p>\n<p><strong><em>Have constructive conversations.<\/em><\/strong>\u00a0 Notice I did not say constructive criticism.\u00a0 I have yet to find anything constructive about criticism.\u00a0 A constructive conversation starts out with what you appreciate.\u00a0 For example, \u201cI really appreciate, or I really like that you did ____&#8230;<strong>And<\/strong> I would add ______ to make it even better.\u201d\u00a0 Notice I used the word <em>and <\/em>not the word <em>but<\/em>.\u00a0 The word <em>but<\/em> negates what was previously said.\u00a0 The word <em>and <\/em>builds on what was good.\u00a0 Three positive comments to one growth opportunity make a good conversation.\u00a0 Five positive comments to one growth opportunity make a great conversation!\u00a0 We want to build our team up and make them feel more confident.\u00a0 Confidence helps nurture accountability.<\/p>\n<p>Read November\u2019s Show Your Shine for Part 2 of How to Encourage Accountability!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Just hearing the word accountability often results in a big sigh, rolling the eyes and that ugh feeling.\u00a0 Let&#8217;s face it cultivating accountability can seem like a daunting task.\u00a0 What usually pops into mind are the words babysitter or micro-manager from past failed attempts at trying to get others to be accountable. We often give [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2,6,7,8,9,10,11,12,13,14,16,191,39,51,1],"tags":[59,61,63,68,70,73,76,81,214,82,84,92,121,140,170],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Encourage Accountability! Part 1 - Practice Solutions Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.practicesolutionsinc.net\/blog\/2021\/10\/encourage-accountability-part-1\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Encourage Accountability! 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