Accountability for Others

Managers often ask how to hold their employees accountable. This is a difficult question to answer, because one of the biggest variables is your organizational culture. Some cultures support their people when it comes to accountability issues, while others cast blame.

If your culture is focused on learning and growth, you tend to tie accountability with learning and professional development. For example, if Sarah misses an important deadline, the manager will discuss what happened to create that result. Sarah may have had a good reason but didn’t communicate it ahead of time.

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People don’t need to be acknowledged all the time. In fact, if you’re constantly praising someone, it can become noise after a while.

But that isn’t normally the case. More often than not, we don’t give sufficient acknowledgement to the people who make our lives easier/better/more comfortable. As yesterday was Random Acts of Kindness Day (which I introduced two weeks ago), take a minute to acknowledge someone who isn’t expecting it.

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Navigating Organizational Change

People often say that they welcome change, but you don’t need to dig too far below the surface to realize that many people actually resist it. They outwardly support change while internally fear how it will affect them.

This frequently occurs during an organizational or management change, which can be tricky. The new regime doesn’t do things the same way as the outgoing people. And nor should they!

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Random Acts of Kindness

Generosity is far more than a charitable donation you make or the amount of a birthday gift to a family member. Every day is an opportunity to be generous and to offer it in modest ways to enhance other people’s lives.

“That’s what I consider true generosity:
You give your all and yet you always feel as if it costs you nothing.”
– Simone de Beauvoir

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