An accountable leader must accomplish business results and outcomes through the efforts of other people. An ineffective manager or supervisor may delegate tasks to an employee, and when the task isn't completed in the expected way, the employee is often criticized for being incompetent or not being dedicated.

The accountable leader understands that the success of their employees equates to their success and the success of the organization. Thus, the accountable leader has the role and responsibility to ensure their employees' success. This requires clarity of purpose, effective communication, monitoring performance and coaching for results

Clarity of Purpose
It is not enough to give a directive to complete a task. Most tasks are not isolated and are part of a larger purpose involving a business result. There is an "outcome" that needs to be accomplished and that is ultimately what is being delegated. In addition, many times one person's tasks have an impact on other people's tasks that need to be completed. Therefore, the effective leader doesn't delegate a task, but an outcome that is accomplished by completing a task and must integrate with others in the organization.

Preparing to Provide a Clear Purpose
What is the importance of completing the task to the organization, the customer, and other team members?
What is the cost of not completing the task effectively?
Who else is depending on the task being completed?
What is the expected outcome for the task being performed?
What is the criteria that will be used to determine the success of the completed task?
Are there competing priorities related to the completion of the task?

Effective Communication
The accountable leader makes the investment of time to ensure the employee’s success from the start. They communicate the answers to the questions above when they are delegating a task. They involve the employee in a dialogue for the purpose of reaching a mutually agreed upon commitment to complete the task in a way that ensures success. There is no commitment or accountability when the employee doesn’t have a clear understanding of the expected outcomes for accomplishing the task and the conditions in which the task needs to be completed.

Leading to Agreement and Commitment
What are your competing priorities that could undermine your success?
What is your understanding of the expected outcomes for completing this task?
What support will you need from others to complete this task?
What support will you need from me to accomplish this task?
How will you track your success in completing this task on time?
If there is a problem at any point in completing the task effectively and on time, what is your "recovery plan"?
Who else do you need to coordinate with while you are working on this task?
What is the best timing for me to monitor your progress on this task so that I am not micro-managing you and so that failure isn't an option if you get off-track?
What skills are you planning to use and develop while working on this task?
What is your very next step?.

Monitoring Performance
Too often, managers and supervisors get surprised when a task isn't completed on time or is completed in a way that missed the desired outcome. The accountable leader ensures enough monitoring without micro-managing to ensure that the employee is successful; the task is completed on time; and achieves the desired outcome. This doesn't have to be a long conversation or a major effort. Monitoring performance is not an evaluation, but an opportunity for redirection, acknowledgement or correction.

Questions for Status Update
What percentage of the task is completed and how does that compare with your plan for completion?
Are there any results from the aspect of the task that you have already completed?
Did you surface any surprises related to completing the task that we didn't know when the task was delegated to you?
Are there any new challenges that you are facing or challenges that are more difficult to address than what you were expecting?
Based on what you know at this point in completing the task, is there any chance that you won't be successful?
Is there any support you need at this point to be successful?

Coaching for Results
The purpose of monitoring performance is to provide information that could lead to additional coaching from you so that the employee is successful. If the employee is successful, they will learn what it takes to be successful and repeat the process on their own. The goal of delegating tasks is to ensure higher and higher levels of independence, so that you have a team of people you can trust to achieve and sustain results. Rather than leaving that to chance, the accountable leader orchestrates their employee's success. Coaching involves reinforcing demonstrations of effective performance and course correction for ineffective or marginal performance.

Ineffective Performance or Marginal Performance
What is preventing you from being successful?
How does it feel to not be as successful as you could be?
Are you clear that I want you to be a screaming success?
What can you do to contribute to you being a greater success?
What support would you like so that you are a screaming success?
How can you approach this task differently so that you are going in with a mindset of achieving the best results possible?
How can you better track your success and intervene or get assistance sooner if you get off track?
What is a reasonable timeframe for us to monitor your progress so that we ensure you stay on track?

Effective Performance
How will you express acknowledgement and gratitude for the person's effort and accomplishment?
What are the most successful aspects of their performance?
How does it feel to be on track and achieving the desired outcomes?
What did you learn that you can apply to the next task?
What advice would you have for someone else completing this task?
How could I support you more effectively on the next task?
What is the next challenge you would like to have in the future to further develop your skills?

Summary
Ensuring employee success takes time, but is a worthwhile investment since the result is more effective results and the development of employees that you can trust and count on in the future.

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2321 Nichols Canyon Road
Los Angeles, California
800 332 2251
contactus@impaqcorp.com