How you interact with your team is as important as what you’re asking from them. In the same way that how you drive your car is as important as the drive itself. If I want to drive from Marseille to Paris—a trip of 770 km—there’s more to it than simply driving for 8 hours. I need …
Continue reading “How the work happens is as important as What work happens.”
I have been a disciple of accountability for years, believing it is the answer to higher performance. But lately I’ve been paying more attention to that not-so-good feeling I get when I think about or ‘do’ accountability.
We tend to back away from applying accountability because Accountability = potential for getting into trouble, and neuro-psychologically, we are both in threat/defensive mode and therefore unable to a state of higher performance.
Are there other non-threatening models we can use instead of accountability?
