Accountability Group Program

The Accountability Group is a fundamental element in the development of a company’s culture. It is a source of individual and organizational growth, and a place where progress can be felt and measured. It can also become a source of a great deal of satisfaction and fulfillment.

Accountability is the ability to engage in and commit to relationships that produce results as the end product of caring about someone else. The individual relationships are the foundation and springboard for group participation, but accountability always remains between two individuals.

The Four Goals Of The Accountability Group:

  1. Sharing Best Practices
  2. Expanding Self-Information
  3. Learning New Skills
  4. Growing Through Action Plans

Key Points:

Everything you learn in the group, should be directly transferable to your leadership role outside of the group.

The fulcrum of the group is learning how to identify “critical issues:” Blockers or resisting forces, that are preventing the team and individuals from accomplishing their purposes.

Initial Introductions Of Participants: Who, What, and Where

Business Objectives: The Accountability Group is a forum where skills are developed, refined, practiced and applied as follows:

Decision Making. The ability to make quick, clear and non-ambivalent decisions when faced with a number of choices, all having some degree of validity and risk.

Conflict Management. The ability to identify and communicate disappointment in others, directly and openly, without apology or hostility. Turning disappointment into a learning and growing experience.

Change Management. The ability to initiate and consistently reinforce proactive change-agentry. To extrapolate and predict future developments and requirements in relation to human and technological resources, utilizing current behaviors and information.

Leadership Focus & Presence. The ability to delegate more effectively, to grow and develop internal leadership talent, to be able to implement and utilize value-based leadership; to be, essentially, a “truer” leader.

Heightened Accountability. The ability to design, implement and effectively utilize accountability structures. To set up systems that enhance performance by clarifying expectations, establishing action plans, monitoring activity, and analyzing and consequenting results.

Productive Goal-Setting. The ability to engage in a meaningful goal-setting process on both a personal and professional level. The utilization of goal setting to facilitate team building and high accountability amongst management personnel.

Personal Objectives: The Accountability Group is a forum designed to assist each participant:
  • To understand more about themselves
  • To begin to see themselves as a resource in their own lives; as always having choices; not as being victims
  • To understand the role of loss in their lives and the role played by the grieving process ineffectively managing change
  • To understand their reaction to disappointment, as well as how they deal with the emotion of anger
  • To understand and more effectively utilize group process
Ground Rules & Expectations:
  1. Everything we talk about pertaining to an individual’s challenges and issues, is to be kept in confidence.
  2. Skills, insights and action plans developed in the group, are intended to be shared with colleagues outside the group.
  3. It is an expectation of group participants, to offer and receive feedback from fellow group members.
  4. Feedback is to be given in the form of a question or an observation.
  5. The role of feedback is to catalyze new thinking, and expand the recipient’s self-information.
  6. The group is not intended to be a debating society. Sharing one’s feelings about received feedback, is totally appropriate. Arguing its factual accuracy is not.
  7. Open, honest and direct communication is expected – about oneself and about one’s work setting. Covering one’s posterior, or protecting one’s territory, is inimical to learning, growth and personal development.