Accountability and Feedback

In working with a most diverse client base (business, education k-12, higher education, athletics, law enforcement and theatre), I continue to observe two of the most underutilized principles to be maximizing accountability and providing more frequent forms of feedback.

I also continue to be believe that these two principles are superchargers for development, change and growth.

It’s interesting that most love to use the word “accountability”, but do not elaborate on exactly what they mean or set up a culture that enables and reinforces. We “expect” it, but do not set up the organization, department or team for success.

Similarly with feedback. We are in a dynamic, fast paced world, yet rely on forms of feedback that are outdated(“when I see them next week, I will provide them feedback…”). The best organizations are integrated more useful forms of feedback through training and reinforcement.

Examine your practices and messaging in these two areas. Don’t just use the words and set expectations. Teach, train and reinforce the value on a continuum. You will see the gains in the results.

If you are interested in hearing more, I have a proven model I use with clients to implement greater degrees of accountability and feedback. Reach out.