The book makes a persuasive case for why accountability is important in the opening chapters. It then proceeds to focus on four stages of managing expectations: (1) Forming expectations: Frame them, make them obtainable, repeatable and measurable; (2)Communicate...
The book makes a persuasive case for why accountability is important in the opening chapters. It then proceeds to focus on four stages of managing expectations: (1) Forming expectations: Frame them, make them obtainable, repeatable and measurable; (2)Communicate expectations: Communicating what is expected and why it is important - win their hearts and minds; (3) Align expectations: reach agreements with everyone involved,(4) Inspect expectations: Assess how closely key expectations are being met and provide support. The second half of the book looks at reasons for Accountability fails and they include: 1) Lack of Skills/Training, 2) Poor Motivation, 3) Lack of Personal Accountability and 4) Ineffective Corporate culture. The authors outline a comprehensive model of accountability that will enable you to hold others accountable in a positive way - a model that motivates and produces better and more consistent results.
* This book the best I''ve read on the subject of Accountability.
* I do concur with their statement that "no other attribute of individual or organizational life contributes more to the success of individuals, teams, and organizations." Therefore this book would be a benefit to new managers as they develop their basic skills sets and help move seasoned managers to a Mastery level.
* The opening chapters do a terrific job in suggesting that the "command and control" style is ineffective and that one should re-frame their thinking after failure from "how did that happen" to "how did I let it happen" - the manager taking personal accountability for the failure rather than blaming the employee(s) or other factors
* A seasoned manager might find that there isn''t much revolutionary that is presented here - clearly established and communicated expectations followed by real-time assessments of performance of expectations - with consequences to follow - form the core for any performance management system. However, we don''t often execute in a consistent, scalable and positive manner using a disciplined end-to-end methodology and this is certainly the major draw card here with the suggested model. I did find myself doing mental loops throughout the book to assess whether I''ve properly set, communicated and inspected expectations.
* Authors offer considerable first-hand experience and credibility in the "Accountability Training" space. They have spent 20 years studying and teaching accountability. They share solid research. Authors use insightful examples to support their recommendations.
* The book includes valuable accountability self assessments (How Often I get Surprised; How Well you Form Expectations; Accountability "Style")
* The last 1/3 of the book get a bit long in the tooth (Training, Assessments, Culture) and I found myself wading through these chapters to finish.
* This is a good reference book which is better read in hard copy than on the Kindle - especially to fully leverage the assessment documents.
* My favorite passages in the book that summarize the authors key message are:
"Exactly how do we prevent the surprises that so often blindside us, despite all our best efforts to make things happen the way we expect them to happen? How can we improve our follow-up so that we get the results we want? And how do we do it without making people feel resentful, resistant, manipulated, and controlled?"
"True accountability is not about punishment. It is not about taking revenge against someone who has failed to meet your expectations. So, exactly what is it?...For some, accountability is a way to "act," a behavior you display only when threatened with punishment for poor performance. To others, accountability is an "attitude," a way of looking at your circumstances, good or bad, and taking the view that only you are responsible for what you do next and that blaming anyone else for what happens will simply waste time and energy. To us, accountability, in its truest and most authentic form, is a personal "attribute" that exemplifies who you are. It is "a way of being" that empowers you, each individual on your team and every single person in your organization, to meet and even surpass your highest expectations."