For many businesses hiring people is both fantastic, daunting and risky all at the same time. It’s fantastic because of the great things that can be achieved as a result of the extra input, especially if the person you hire is well-aligned with your mission or purpose, self-motivated and a team player. But it doesn’t always turn out like that. We can sometimes end up taking on someone with superb interview technique, who doesn’t align well with the behaviours, culture and work ethic we’re after. So how do we make sure the people we hire are accountable? And is accountability something that can be learnt? This has been the topic of several recent coaching conversations. I share ways that my clients have found successful for gaining vital and accurate insights both at interview and on the job.
Accountability means different things to different people but taking responsibility for one’s own actions and results usually comes into it somehow. We often see accountability emerge in problem-solving situations where an individual makes a choice between a blame mindset or an accountable mindset. By an accountable mindset, I don't mean taking responsibility for other people’s errors or incompetence, but rather a mindset which conjures up the question “okay, so we're not where we want to be - what can I do about that?”
"People are either accountable or they're not." I must beg to differ.
To find out how to deliver Resilience, Effectiveness and Accountability skills for your people or for yourself, take a look at our R.E.A.L. Coaching Programme.