The level of accountability within an organization is directly related to the level of accountability that your leaders display. There are many people that ask their team members to do something and then never follow up on it. If the team member does the action and no one checks it – was it really that important? This is important because people don’t remember what you say – they remember how you made them feel. The Accountability Ladder describes the hierarchy of consequences if someone achieves or doesn’t achieve an outcome. It’s intended to be illustrative, not comprehensive. It provides benchmarks for the impact of different actions. It’s a quick and easy way to both understand how much accountability your leaders have for action. The Ladder includes different types of consequences – peer pressure, cultural pressure, financial impact, career impact. You can set consequences at the lowest level required to incent managers to complete the task. A first step to increase accountability is for your executive team to agree on a company Talent Philosophy. A Talent Philosophy is the executive team’s view about the best way to manage Talent to achieve the strategy. It sets a clear direction for how leaders will manage performance, behaviors, transparency, etc. Conduct and report the results of your Accountability Audit. Your results should provide compelling direction for where and how to turn up the accountability dial in your organization. Ask your line executives, get their insights about how they’d like to enforce accountability and ask which measures they’d support. The Accountability Ladder is a simple but powerful tool you can use to drive insights, awareness and action.
The first slide gives you an opportunity to make a clear distinction between victim behavior and responsible behavior. For example, you can give a short explanation of “Find solutions” and “I can’t”. If you are following victim behavior, then you will find a myriad of reasons why you cannot do the job. If you have responsible behavior, you will find a myriad of ways to make this work. This slide will be helpful in preparing a course on personal growth or leadership. The next slide describes the main differences between each Accountability Ladder behavior. This slide can be used as one of the first in preparing your corporate responsibility change strategy. The last two slides are intended to describe the specific steps in your strategy. The slides can be used by department heads when preparing a department development plan. The slide will also be useful for company directors and startup leaders.
You can easily change the font sizes, infographic color and block layout. The template contains all the modern tools you need to design your Accountability Ladder audience. This template will harmoniously complement and update your old presentations. This template is a must-have for the company’s top managers.