Accountability as a Goal at Work
Audrey Halpern is a soft skills training facilitator consultant with 20+ years of experience. She has a background in human resources, as well as in instructional design. She has a proven track record of achieving positive results within a variety of sectors and industries including city, state and federal government, non-profit, technology, legal, marketing retail, manufacturing, healthcare, and pharmaceutical. Audrey’s is currently a faculty member of the American Management Association where she trains communication skills.
This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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In the workplace, you might think that being accountable means you're the one who gets blamed when things go wrong. In fact, accountability is about helping people to take responsibility for their obligations.
It's up to you to make sure your team knows what they are supposed to do and that they have what they need to get the job done. This webinar gives you the tools to hold your employees accountable and create a positive workplace and help you to meet your goals.
Whether you’re a first-time manager or a seasoned manager, holding people accountable can be frustrating and bring out the worst of emotions. Have you ever wondered how to make people accountable? Well, there's really no such thing as “making” people take ownership. But there are some things you can do that will help foster accountability and in the process make your project run smoothly and profitably.
Accountability, done effectively, is a skill you can develop just like any other skill, and while it is not a difficult skill to acquire and hone, it does require a high degree of conscious effort.
- Two Side to Accountability- taking personal accountability and holding others accountable
- View people in such a way as to want things to work just as much as you do and that they are doing all they can to make that happen
- Setting Realistic Expectations
- The difference between Accountability and Responsibility
- Avoiding the Blame Game
Who Should Attend
- Human Resource Managers
- Human Resource Executives
- Human Resources Professionals and Consultants
- Vice Presidents of Administration
- Chief People Officers
- Organizational Development Managers
- Senior Operations Managers
- Directors of Learning and Development
- Risk Management Specialists Attorneys and Legal Staff Supervisors responsible for corrective action
- Employees who aspire to leadership positions