{"id":4497,"date":"2015-05-09T14:11:57","date_gmt":"2015-05-09T21:11:57","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=4497"},"modified":"2015-05-09T14:14:15","modified_gmt":"2015-05-09T21:14:15","slug":"consequence-management-boosts-accountability","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/consequence-management-boosts-accountability\/","title":{"rendered":"Consequence Management Boosts Accountability"},"content":{"rendered":"<p><a href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/consequence-management-boosts-accountability\/attachment\/consequence-management\/\" rel=\"attachment wp-att-4498\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft size-full wp-image-4498\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2015\/05\/consequence-management.jpg\" alt=\"consequence management\" width=\"500\" height=\"355\" srcset=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2015\/05\/consequence-management.jpg 500w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2015\/05\/consequence-management-300x213.jpg 300w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2015\/05\/consequence-management-480x341.jpg 480w\" sizes=\"(max-width: 500px) 100vw, 500px\" \/><\/a>Every leader,\u00a0manager, and supervisor\u00a0in or out of the government sector struggles\u00a0to hold team members and teams accountable for performance or for values. One senior leader told me, \u201cIt\u2019s so hard to hold people accountable when you\u2019ve known them for years and years. Why don\u2019t they do what they said they\u2019d do?\u201d<\/p>\n<p>I spent 15 years in non-profit management and, honestly, I experienced the same struggles. I believed that:<\/p>\n<ul>\n<li>My staff members should know what they are supposed to do.<\/li>\n<li>They should be committed to doing it\u2026.and<\/li>\n<li>They should simply do it.<\/li>\n<\/ul>\n<p>The reality is that without consequence management, you are not leading, you are creating chaos.\u00a0Your credibility is maintained, day by day, when you do what you say you will do and you hold others accountable for their commitments.<\/p>\n<p>For example, if you announce that, from this point forward, every team member will be expected to demonstrate your team\u2019s valued behaviors, you have set a standard. Educating team members about desired valued behaviors is important, but, without accountability, those valued behaviors are just one more set of expectations that your employees can\u00a0<em>ignore<\/em>.<\/p>\n<p>In this scenario, unless you proactively praise those who demonstrate desired valued behaviors (positive consequences) and coach\/redirect those who do not demonstrate desired valued behaviors (negative consequences), the standard you set is not real. If the standards you set are not real, then your team members cannot trust your word, your feedback, your coaching, or your direction. The result? Chaos.<\/p>\n<p>One of my best bosses, Jerry Nutter, helped me learn that\u00a0accountability is really not that complicated. Jerry taught me that holding people accountable involves three steps, all of which are the leader\u2019s responsibility.<\/p>\n<p><strong>Three Steps Of Consequence Management<\/strong><\/p>\n<p><strong class=\"\">Clear Expectations<\/strong>: Begin by formalizing your expectations. Describe the outcome in specific terms: \u201cYour goal is to reduce waste on your team\u2019s shift by ten percent by the end of the month.\u201d Formalize the expectation in writing.\u00a0This step isn\u2019t finished until you gain agreement by the responsible player to meet or exceed the expectation.<\/p>\n<p><strong class=\"\">Proactive Observation<\/strong>: Seek information about your team member\u2019s performance on that expectation. Take time to watch your team member working on the goal or task. Create feedback channels so that the team member\u2019s key internal and\/or external customers can provide you with their perceptions about goal or task delivery (or progress). Gather and review these data points so you are confident of the team member\u2019s performance on that expectation at any point in time.<\/p>\n<p><strong class=\"\">Fairly and Consistently Apply Consequences<\/strong>: Apply the appropriate consequences. If they are doing what they committed to do, praise, encourage, and reward the team member. If they are not doing what they committed to to, engage them in a conversation to understand why progress has not been made. If you learn that it is an\u00a0<em class=\"\">ability\u00a0<\/em>problem (i.e. circumstances have gotten in the way of their performance on this goal or task or they do not have the skills to complete the task), you may have to renegotiate the deadline, provide training, etc. If you learn it is a\u00a0<em class=\"\">motivation\u00a0<\/em>problem, coaching, redirection, or even a reprimand will help them learn that you\u2019re watching and you require they deliver on their commitment.<\/p>\n<p>If you struggle with holding staff members accountable, try this approach. Give it time and be consistent with this accountability strategy. When you do that, your staff learns that when you say something, you mean it. You will hold them accountable for their agreements. Your employees will be more satisfied and your customers will receive higher quality products and services from your team.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Every leader,\u00a0manager, and supervisor\u00a0in or out of the government sector struggles\u00a0to hold team members and teams accountable for performance or for values. One senior leader told me, \u201cIt\u2019s so hard to hold people accountable when you\u2019ve known them for years and years. Why don\u2019t they do what they said they\u2019d do?\u201d I spent 15 years [&hellip;]<\/p>\n","protected":false},"author":2957,"featured_media":4498,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[32],"tags":[8,33],"class_list":["post-4497","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-on-the-job","tag-leadership","tag-management-advice"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Consequence Management Boosts Accountability - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/on-the-job\/consequence-management-boosts-accountability\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Consequence Management Boosts Accountability - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"Every leader,\u00a0manager, and supervisor\u00a0in or out of the government sector struggles\u00a0to hold team members and teams accountable for performance or for values. 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