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Add You - Accountability - Leadership and Questions
While every entrepreneur has their own motivation for going into business, based on my experience the following statements reflect a valid representative sampling of the most common reasons; to create more income; to create a better life for their family; to work their own hours; to be their own boss; to have econ
* When production delays arise, ask “How is this different from our other plants?” or “What has changed from last month?”
As Larry Bossidy says in the book, "Execution," “The leader who executes often does not even have to t
Today, conveyor belts are one of the major means for conveying heavy and light materials from one location to another in factories and other places. The working of the conveyor belt is very simple. A wide range of conveyor belt tools is essential for the proper working of conveyor belts. The principal part of conv
The mandates?
* Support honesty and respect more than fear.
* Value questions as much as answers.
First, honesty and respect. If your culture supports this mandate, you’ll see the behaviors listed below in your team.
Team members:
* Are willing to say “I don’t know.”
* Don’t get “beat up” for bringing news you don’t want to hear.
* Admit mistakes.
* Apologize when appropriate and accept others’ apologies readily.
* Listen to what others have to say.
* Take on tough issues directly rather than going around the problem.
Second, valuing questions as much as answers. Good questions are essential to high quality decision-making, learning, and accountability for results. Here are some questions that are especially useful in supporting accountability.
* When a new goal is set, ask “Where will that increase in revenue come from?” or “How will our competitors likely react to the new marketing campaign?”
* When a project schedule is moved up, ask “How will you meet that target date?” or “What is the first milestone where we’ll know if we’re on target?”
* When production delays arise, ask “How is this different from our other plants?” or “What has changed from last month?”
As Larry Bossidy says in the book, "Execution," “The leader who executes often does not even have to t
Job hunting has become a time consuming and frustrating process. You need to make the best use of your time and resources.Most job seekers start with the ads in the newspaper, sending in their CV to those that look the most promising. The fun begins when you get the call from a recruitment agency, you need
First, honesty and respect. If your culture supports this mandate, you’ll see the behaviors listed below in your team.
Team members:
* Are willing to say “I don’t know.”
* Don’t get “beat up” for bringing news you don’t want to hear.
* Admit mistakes.
* Apologize when appropriate and accept others’ apologies readily.
* Listen to what others have to say.
* Take on tough issues directly rather than going around the problem.
Second, valuing questions as much as answers. Good questions are essential to high quality decision-making, learning, and accountability for results. Here are some questions that are especially useful in supporting accountability.
* When a new goal is set, ask “Where will that increase in revenue come from?” or “How will our competitors likely react to the new marketing campaign?”
* When a project schedule is moved up, ask “How will you meet that target date?” or “What is the first milestone where we’ll know if we’re on target?”
* When production delays arise, ask “How is this different from our other plants?” or “What has changed from last month?”
As Larry Bossidy says in the book, "Execution," “The leader who executes often does not even have to t
Look upon yourself as a company with a product or service to sell. Understand your market and devise a dynamic marketing campaign, remembering that companies hire employees who offer them the best results and the best value for money.Begin by identifying your skills, qualifications, and accomplishments. Ado
* Listen to what others have to say.
* Take on tough issues directly rather than going around the problem.
Second, valuing questions as much as answers. Good questions are essential to high quality decision-making, learning, and accountability for results. Here are some questions that are especially useful in supporting accountability.
* When a new goal is set, ask “Where will that increase in revenue come from?” or “How will our competitors likely react to the new marketing campaign?”
* When a project schedule is moved up, ask “How will you meet that target date?” or “What is the first milestone where we’ll know if we’re on target?”
* When production delays arise, ask “How is this different from our other plants?” or “What has changed from last month?”
As Larry Bossidy says in the book, "Execution," “The leader who executes often does not even have to t
IntroductionAs far as insurance services include many tasks to carry out and there are 40 employees in the company it would be a good decision to computerize the company’s activities by introducing a well designed database and automating some tasks performed in a manual mode. Computerization of the company
* When a new goal is set, ask “Where will that increase in revenue come from?” or “How will our competitors likely react to the new marketing campaign?”
* When a project schedule is moved up, ask “How will you meet that target date?” or “What is the first milestone where we’ll know if we’re on target?”
* When production delays arise, ask “How is this different from our other plants?” or “What has changed from last month?”
As Larry Bossidy says in the book, "Execution," “The leader who executes often does not even have to t
There is a temptation for many entrepreneurs to attempt to duplicate their Business Plan in a Slide Presentation. This may happen understandably, because of an enthusiasm and zeal to share a concept or an idea; there is also a chance to lose your audience. Both the Business Plan and Presentation may work together
* When production delays arise, ask “How is this different from our other plants?” or “What has changed from last month?”
As Larry Bossidy says in the book, "Execution," “The leader who executes often does not even have to tell people what to do; she asks questions so they can figure out what they need to do.” Asking "how" questions like those listed above will enhance your ability to hold members of your team accountable and that's key to achieving superior execution.
Try this action tip to enhance accountability in your team. In your next staff meeting, ask team members to find opportunities to ask “how” something will get done instead of just whether or when it will get done. Lead the way by coming prepared with plenty of your own “how” questions. This doesn’t need to be an aggressive challenge, just an “inquiring mind.”
Two key mandates for accountability:
* Support honesty and respect more than fear.
* Value questions as much as answers.
If you can get your culture firmly supporting these two mandates, accountability, results, and success will come much more readily.
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