To be completely honest, I’m not a big fan of the term “holding people accountable”. I would rather “keep them focused”. It takes all the micro-management tactics out of the relationship but allows people to remain successful.
But back to reality, everyone’s not successful. Sometimes the reason is because they don’t want success because it means too much hard work. The internal drive is absent. This is when you must make them successful by holding them accountable.
The hardest people to hold accountable are:
- Those who are really helpful
- Those who are really defensive or act angry
- Those who have real or fake health problems
- Those who have a relationship with someone that has authority over you
Please watch this short two-minute Ted Talk above and then read on…
“Begin challenging your own assumptions. Your assumptions are your windows on the world. Scrub them off every once in a while, or the light won’t come in.” ~ Alan Alda
Your Modus Operandi
Did you know that you have a blueprint on the way you think? And like most people, you are generally locked into this modus operandi. This blueprint is called your assumptions. But don’t feel too bad about this. Everyone operates on an internal list of assumptions.
Otherwise we could not thrive in our complex and confusing world. We would have no bearings and would continually get lost.
Our brains use psychological frameworks largely based on assumptions about value and likelihood so that we avoid cognitive chaos. However, if we see our assumptions as a “best fit” which if we pay no attention…
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Jim always was a friend of mine.
What’s the difference between being a good friend and a good employer? According the happiest companies in America last year, not much.
Happy companies all have one thing in common: They give without expecting reciprocity.
Google, for example, is famous for going the extra mile to treat its employees like friends. In addition to health and dental benefits, vacations, and a stimulating workplace, Google offers unique perks like “takeout benefits” for new mothers and fathers, which stipulate a $500 allowance for takeout meals in the first three months they’re home with their new baby.
Well, OK, they might expect a little loyalty and hard work somewhere down the line, but their gifts aren’t about provoking competition among employees; they’re about generating real happiness.
How to Strike the Perfect Balance Between Gifts and Incentives
Striking a perfect balance between incentivizing and giving is crucial to your employees’ overall satisfaction…
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