As leaders, seizing opportunities to develop our team is a smart leadership practice. One of the best ways to develop our people is to hold them accountable.
Somehow we’ve managed to complicate the idea of holding people accountable, and it is quite simple. My friend Dr. Dorothy Bonvillain and I created an acronym to help you remember how simple delegating can be, with the acronym, SIMPLE:
S = Set clear expectations – this is the number one complaint and stressors from employees – that the expectations are vague.
I = Invite commitment – some say gain “buy in” but I much prefer to invite commitment. With an invitation, there is a shared sense of ownership.
M = Measure progress – Super important to keep up on this. How you will measure is part of the description of setting clear expectations.
P = Provide feedback – again, super important. Far too often managers will wait until the project is finished to say that it isn’t done correctly.
L = Link to consequences – consequences are also identified in the setting clear expectations stage.
E = Evaluate effectiveness – Do this together and it becomes a powerful activity for you and the person who is accountable.
What are some techniques you use to hold people accountable and why do you think the strategies are effective?
As always, I love sharing your insight.
Content copyright 2012. Dr. Maria J. Church. All rights reserved.