Have you noticed an increasing number of organizations and business cultures where accountability standards are slipping? I understand that liability only makes a lawyer excited but why not embrace again and champion the real values and consequences of business accountability for yourself and surroundings.
Outside of business we often hear the complaints of people discussing lack of political accountability and yet the very same people do not involve themselves in the political system to ensure accountability occurs. Why not make direct contact to the representatives, lobby bodies, think tanks and media sources to share views and hold more account to the triggers of this system
The more integrated our business process steps become and the broader responsibilities of mangers become then the harder it is to pin point the true accountability of actions in a business environment. In these cases we see the symbolic gesture of a business martyr “taking responsibility” for an issue and yet no consequence or action occurs. The systemic issue with this culture is how it becomes supported by organizational design and therefore within its culture. At some point the customer suffers! So, when a smaller business is competing against a large multinational organization this can become part of your competitive edge and advantage in an ever crowded market place.
As business becomes ever more global and organizations equally complex, there remains the largest opportunity for organizations to become less accountable. The regulation, standards and controls applicable to one nation state may become a disadvantage in another. This is why we see large corporations being ridiculed in the occasional PR scandal due to lack of obvious accountability.
A study performed by OneWorldTrust produced the report 2008 Global Accountability Report. There remains a huge debate regarding over regulation threats and yet the fundamental points remain. Many global organizations fall short of the mark to embrace correct accountability.
The question remains to the engaged employee and employer, “how can I personally make some steps to improve accountability of my own actions and those of others?”
I encourage evolution steps in the area of business and personal accountability. The positive results are often seen in more engaged and higher performing employee’s, systems and therefore typically read as higher profits and delighted customers.
Have you already set your 2015 goals and are in a process of follow up and implementation? You can now use the power of reflection on accountability to follow some simple steps.
- Identify 3 key accountability gaps.
Review the goals you have for 2015 and identify 1 systemic accountability gap i.e. measurement system not repeatable enough for true accurate measures or maybe diary frequency reviews have not been planned into the workplace to keep the goal a priority. Then identify 1 personal accountability gap within these goals. This is best done by EACH stakeholder of the goal. This information is important to resolve personally the gap or seek help from others to close it. Lastly, identify an accountability gap that exists in the external environment. This maybe a desire to meet best practice levels or simply have external departments hold you accountable for the goal progress.
- Agree steps to close the gaps at a pace that can help the goals but not disrupt the business culture. Therefore the pace of change in company x maybe different that in company y.
- Review on a periodic basis and identify the next 3 gaps!
These simple steps help you become more motivated, engaged, higher performing and move the business to more profit, improved employee and customer retention.
For more accountability ideas and support then contact JAMSO for case to case specific action plans.