Why does team accountability matter? Accountability is the foundation for performance, and without performance, you will not see results. Team accountability directly impacts your team’s results… and you, as the leader, are ultimately responsible for the team’s results. You can’t force others to be accountable, but it is your job to create the right environment for accountability to thrive.
Traditional business wisdom dictates that you need a PIP (Performance Improvement Plan) for your team members when they are not performing well. This is a practice as old as time, and like many traditional HR practices (think Annual Performance Reviews), it is time for a closer look at this. In fact, it may be time to get rid of the PIP all together. The ever-evolving workforce requires leaders and companies to continuously reinvent the processes and practices that have traditionally been used - what used to work may not work anymore.
Many leaders find personal accountability comes naturally - often, it is a muscle they have strengthened significantly through years of practice. Being personally accountable is likely part of the skill set that propelled them to the point in their career where they became leaders. Being reliable, achieving predictable results, communicating expectations and results effectively, accepting responsibility for their actions, etc. are all things that got them where they are. But once you become a leader, personal accountability won’t cut it anymore. Now, you also have to cultivate accountability in your team with accountability coaching.
For many companies, the idea of the monthly management meeting can feel like a burden in an already overly scheduled calendar. Why is this meeting, in the midst of so many other meetings, important?
This monthly leadership meeting with employees is your key to building the team, learning together, solving problems, working on specific issues, and reinforcing your company’s culture, initiatives and goals.
Because Rhythm strategy execution software acts as a framework for pulling together into one single system many improvement initiatives and management tools that are popular among manufacturing companies, many of our most successful clients come from the manufacturing industry. One area that our clients come to us for help with is determining the right manufacturing KPIs (Key Performance Indicators) for their manufacturing metrics dashboard to drive performance. Some production managers are not sure where to start, and many are measuring so many things that their manufacturing metrics are just noise, not driving action or change to drive your operating efficiency.
Manufacturing KPI Examples
I recently re-read the HBR article entitled "Building Your Company's Vision" by Jim Collins and Jerry Porras, and I was struck by the great examples they gave to illustrate different types of Big Hairy Audacious Goals (BHAGs). If you are asking yourself "What is a BHAG?" or struggling to come up with an audacious goal for the first time, these examples will help you get started as it is a powerful tool to align your company around a single mission statement. These may also be helpful if you are working with your team to reset after accomplishing your 10-25 year visionary goal. Don't let your team fall into the trap of complacency after reaching the finish line of one BHAG (pronounced bee hag); celebrate your success, and then reset. Having a long term, a visionary goal is a habit of successful companies that becomes the unifying focal point of effort that aligns your team and gets everyone excited is the only way your company will continue to grow with purpose and increase team spirit.
Successful SMART goal (priority) setting is an essential skill for both personal and professional success. If you aren’t setting goals, you’re likely not making progress. However, research by the University of Scranton found that 92% of people who set New Year's resolutions never achieve them.
Business goals don't fare much better; 67% of great strategies fail due to poor execution. Writing an effective goal will increase your chances of successfully achieving that goal, or quarterly rock. Fortunately, goal-setting is a skill that you can learn and improve.
Here are 6 Easy Steps to Writing Effective Goals and Priorities:
It is no secret that your people are instrumental to the success of your business. In order to have a great company, you not only have to hire the right people and get them in the right seats as Jim Collins says, you also have to work to retain and engage those people once you have them. The best companies use key performance indicators for employees to make sure that they are getting the most out of their most important investment - their employees.
Imagine being born in 1997. You’ve never known a world without smartphones, and you’ve probably never used a paper map for directions, rented a VHS from Blockbuster, or even seen a floppy disk or carousel slide projector. You’ve never looked up a number in the Yellow Pages to order pizza—there’s an app for that!
You can make an argument that your company’s annual planning meeting is the most important thing you do all year. Each of your quarterly execution plans will anchor off of the decisions you make during the yearly planning meeting, and those quarterly plans are what drive the focus of your team’s weekly and daily execution. Plus, your Annual Plan has to move your company’s long-term strategic goals forward and be aligned to your core foundational strategy. Not to mention that you usually have your company’s most expensive leadership team in the room for one or two days - the cost is high and there’s a lot riding on this important business planning meeting. Don't worry, we have over a dozen years of experience in effective meetings, and we can help get you on the right track.