Comments on: How to Start Team Accountability When You Never Have Before

By: David Dye

David Dye — Tue, 11 May 2021 14:54:03 +0000

In reply to Bob Gravely. Well said Bob!

By: Bob Gravely

Bob Gravely — Tue, 11 May 2021 14:51:47 +0000

David you make that great and critical point that holding people accountable isn’t micro-managing or looking over their shoulder. If a person is part of a team then their role, job, process, etc. is needed for the entire team to succeed. Not doing their part is selfish and holds everyone back. That moves the focus away from a “management” function to a success focus.

By: David Dye

David Dye — Wed, 30 Oct 2019 15:40:06 +0000

In reply to Denise Guile. Thanks Denise - glad to hear it was helpful!

By: Denise Guile

Denise Guile — Wed, 30 Oct 2019 15:03:49 +0000

Great information and ideas.

By: David Dye

David Dye — Tue, 06 Aug 2019 15:14:56 +0000

In reply to Jay Brantley. Love it Jay!

By: Jay Brantley

Jay Brantley — Tue, 06 Aug 2019 15:10:12 +0000

Once INSPIRED it’s time to take ACTION:

A- Active Engage with energy and purpose
C-Caring Demonstrate interpersonal caring
T-Trust Build trust through encouragement
I-Insight Gain knowledge regarding barriers
O-Open Listen for alternative solutions
N-New New confidence in leadership skills

By: Steve Wintner, AIA Emeritus

Steve Wintner, AIA Emeritus — Mon, 11 Feb 2019 21:39:29 +0000

Hi David, Karin, it’s me again.
Having just re-read your article, yet another issue has occurred to me. Please take this in the spirit it’s intended, as constructive feedback, not criticism.

There are two things that now have ‘jumped out’ at me as I read the article again.
1. It is my preference to avoid using the word ‘expectation(s)’. I have learned by my firsthand experience, that having expectations of others eventually leads to my being disappointed. In lieu, I prefer to express my so-called expectations in the form of either effectively explaining what I would like from others (family, co-workers, peers, subordinates…), or my second issue-
2. No mention in the article or the ‘inspire’ acrostic, of ‘effective delegation’. My experience has been to find cooperation and a successful outcome, through effective delegation, not expectation.
It also reinforces the concept of team accountability, which I agree is so important to the overall success of any organization, firm, family, etc.
Respectfully,

By: David Dye

David Dye — Thu, 13 Sep 2018 20:07:51 +0000

In reply to Ashish.

Ashish, thank you for taking the hidden gem and exposing it to the light. Totally agree that the cadence of accountability is vital for high performing teams – and that it’s not just the leader’s work. In high performing teams, everyone practices full circle accountability.

By: Ashish

Ashish — Thu, 13 Sep 2018 19:07:50 +0000

I think there is a hidden gem in step #4 in that a constant reinforcement is both essential for success and can actually multiply results by constantly reminding people of the new path the team is on. Humans have the propensity to fall back on old habits which can hamper change. By getting team-commitment and then reinforcing that commitment in a daily standup, the chances for success in this endeavor to restart this “wheel of accountability” skyrocket as opposed to without reinforcement.

By: David Dye

David Dye — Mon, 10 Sep 2018 12:37:14 +0000

In reply to Steve L. Wintner, AIA Emeritus. You are most welcome - again and again. Thank you for modeling the deep learning we can all use!