How To Cultivate Employee Accountability
An in-demand speaker and author, Larry have delivered more than 2000 paid presentations for association conferences, corporations and government organization meetings, including He’s spoken for numerous SHRM chapters including Greater Phoenix, Ohio, Inland Empire, Louisiana, and Indiana. He’s also spoken for Harley-Davidson, Southwest Airlines, and the Nuclear Regulatory Commission.
Larry is the co-author of the top-selling book Absolute Honesty: Building A Corporate Culture That Values Straight Talk And Rewards Integrity. He’s written for the Huffington Post and has been quoted in the Wall Street Journal and the Harvard Business Review. He has also been interviewed on CNN. Larry has written more than 100 published articles on the topic of improving organizational culture.
Larry holds an M.A. in Counseling Psychology from Northern Arizona University and a CSP (Certified Speaking Professional) designation from the National Speakers Association.
One of the most common complaints we hear from supervisors and managers is that people who work for them won't take responsibility for going the extra mile and doing what is necessary to get their jobs done right.
“It’s “It’s not my fault.” “It’s not my job.” “I didn’t know.”
Excuses. We’ve heard them all. Wouldn’t you love to have all your employees see what needs to be done, do what needs to be done and accept responsibility for the results? Unfortunately, such is often not the case. In this webinar, organizational culture expert Larry Johnson offers you practical strategies to raise the odds everyone on your team behaves responsibly every time.
Larry approaches the issue of accountability from three perspectives
- Creating a POSITIVE environment where everyone WANTS to do their very best. Research has shown that when employees are happy, they are more likely to behave accountably
- Clarifying expectations so everyone knows what represents success.Research has also shown that when managers complain about employees not behaving accountably, the cause can often be traced to the failure to adequately communicate expectations around accountability. Larry will share his Accountability Pyramid Model as a way for managers to make sure that what they expect is clearly communicated.
- Turning around those who insist on not taking responsibility. Managers often allow unaccountable behavior to continue until it becomes a habit. Larry will share his Conversational Roadmap to help managers turn this trend around.
- Exercise: Who should take responsibility for insisting on employee accountability?
- Three types of expectations to convey: Duties, Goals & Professional Practices
- Five actions you can take to create a culture of accountability on your team
- Factors to consider before taking corrective action
- A conversational roadmap for conducting a difficult discussion
- Apply three techniques for instilling a sense of job ownership in employees
- Use a conversational road map for tough conversations with non-performers
- Implement five strategies for changing the culture to be more accountable
- Apply an approach to giving feedback that changes behavior and gets results
- Understand how to keep employees from shifting their work back on to you
- Be aware of a key indicator that tells you when to let an employee go
Course Level - Intermediate
Who Should Attend
Anyone who must deal with change in an organization
Why Should Attend
Ironically, the most common reason responsible and accountable people leave their jobs is because they feel that their efforts were not appreciated or even noticed. In other words, they felt that their employer took their contributions for granted. In this webinar, Larry will share techniques that will help you make sure your best people always feel appreciated. In other words, the best way to Cultivate Employee Accountability is to nurture those who are accountable so they don’t leave.
Of course, there are those who will insist on behaving otherwise. In this webinar, Larry will show you how to work with them to either turn them around or remove them from your organization.