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Manager's accountability development
Training & Organizational Development
Manager's accountability development
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Dear All,
I would welcome sharing your experience on how did/do you foster development of accountability (as a competence) among people managers?
By accountabily the following is meant:
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Manager's accountability development
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Manager's accountability development
posted at 12/21/2008 10:07 PM EST
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Posts: 1
First: 12/21/2008 Last: 12/21/2008 |
Dear All,
I would welcome sharing your experience on how did/do you foster development of accountability (as a competence) among people managers? By accountabily the following is meant: To take responsibility for actions and outcomes, meets commitments, maintains confidentiality; keep own word. •Deliver on commitments •Take responsibility for own mistakes •Protect confidential information •Make ethical decisions •Consistentl keeps own word I am more than sure that this competence should be developed not through training only. Could you recommend any alternative ways to develop this competence (except for training and job-based assignments)? Thanks. Maria. |
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Manager's accountability development
posted at 1/12/2009 1:13 PM EST
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Posts: 108
First: 4/15/2007 Last: 8/17/2009 |
Hello Maria. I see a back seat role for training here. With the more character orientated items on your list (confidentiality, responsibility, ethical decision-making, trust), these need to be evaluated at the time of recruitment and selection. Waiting to train these into people after they have joined the organization is really too late.
Making people accountable for their actions is also little influenced by training. The management systems and practices in place are a much more powerful instrument here in guiding and molding behavior. In particular, systems for performance appraisal, feedback and rewards. The direct relationship between a manager and their manager will have a strong influence on the level of accountability felt by the direct report. Making sure that there are consequences both good and bad will have the most impact on a managers behavior. The role of training here is in giving managers a working knowledge of the companys policies and procedures surrounding confidentiality, performance management, and so on. Les Allan Managing Director Business Performance Pty Ltd www.businessperform.com |
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