Why is accountability important? Is it shown today in governments or organisations around the globe? What has shaped our view of accountability? This is an interactive and open discussion with participants.

We work through the requirements of personal and corporate accountability with participants. If this session is conducted as a team training session, we can customise areas such as these.

There are elements that make up an accountable organisation or team. We develop these elements and discuss how there is also a cycle to follow.

After speaking on an organisational level, we then discuss with participants what they can do on a personal level.

This part of the training will provide the needed tool-set for participants to be able to show more accountability in their role. Some employees may not show as much accountability due to lack of skills. This is where we develop the skills to assist in all employees becoming more effective.

Ownership, both on an individual level or a team level is a great way of feeling like a contributor. Learn here how to become more empowered and self-motivated with some quick tools to build ownership.

A simple tool to gauge accountability and time
Developing behaviour to change
Defining personal accountability
How to distinguish between the only significant and the truly pressing priorities and endeavours
The best way to help other team members stay on track and fulfil their duties
Why it is important to be an active participant in personal answer-ability
The importance of working to accomplish them and comprehension targets
Establishing and expectations
Understand events in history have shaped our view of liability
How to distinguish between the merely significant and the actually pressing priorities and jobs
The 6 steps vital to every successful time and job management plan
Creating appropriate behavioural objectives
Describe what people have to do to become liable
Creating a culture of acceptance and positive feedback
Realize the advantages of taking responsibility for professional development, relationships, and their lives
The difference between target- related tasks and tasks that are routine
Learning effective methods of handling conflict from an early phase
Defining accountability
Why private accountability is essential to the success of a team
Overcoming the 8 most common obstacles to successful planning
Offering feedback
Creating an organization that is responsible
Find out more on the topic of corporate as well as personal responsibility
Doing delegation right
Time and task management versus self-management
Tips on how to help team members stay on track and meet their obligations
Develop new abilities demanded for answer-ability
Liability strategies
Understanding personal worth within an organization
Participants understand the expense of blaming, protecting, and safeguarding
A toolbox for managers
Creating worker motivation and job satisfaction Using effective communication skills to generate autonomy
Building self-control increases into performance discussions
How private liability and business ethics go hand in hand
Understanding the main reasons teams don’t take responsibility
Assist in building possession in your organisation
Making employees more responsible and developing a sense of possession for them.
Why it is vitally crucial that you grasp the dynamics of a workplace
How to link aims to overall company objectives
Building trust in your team.
Workplace dynamics and private duty
Create a context that is new around accountability, where responsibility is welcomed
Understanding the culture of business ethics of an organization
Why knowing the difference between target- jobs that are routine and related jobs is critical
Preventing blame changing Building seamlessness in your job role
Addressing poor performance before it creates issues
Why personal responsibility can be increased by setting goals
Understanding the significance of follow-up written instruction manual

Identify

In this session we identifying what individuals must do to become accountable. We help participants to recognise what responsibility is and what events in history have shaped our view of it. We identify areas within organisations to be able to better develop rewards into the success of individual performance. Our trainer will provide assistance on how to create rewards that are based on results as well as activities.

We also illustrate how it is important to let people speak for themselves. Participants will learn more about how to pass roles to the job owner and help individuals to take responsibility. Our trainer will help participants to identify the conditions for corporate and private accountability while isolating regions for additional self-improvement.

Credibility

We help the team to ensure employees are in a position where they can have credibility. The organization as a whole must understand and commit to accountability. We teach participants that when they provide a project, to let go entirely. Be encouraging and offer guidance and resources, but do not problem-solve. One method to do so is to concentrate on the end results, not on the details. Our trainer assists participants to create methods to develop ownership in the organization. This session builds skills needed for accountability, including goal-setting, giving and receiving feedback, and delegation. We discuss also how to have confidence in workers and to give the needed power to carry out the tasks. Responsibility, power, and employee engagement are closely tied to accountability.

Feedback

This part of the session helps the team to focus on quality along with customer satisfaction, and other emotion-established variables. We help participants to learn how to invest in co-workers. We offer a range of feedback techniques such as private feedback and compliments through group discussion. We discuss why it is important to keep communicating as open as possible. We also share failures and successes in a group activity.

Transparency

We discuss how processes in an organization must be as transparent as possible. The fundamental procedure has to be shared, and specific information should be made public. When employees understand what they are contributing towards they take ownership.
We explain to participants that judgments are unfair and not very helpful.

Truthfulness

Learn how to demand honesty at all levels from many employees. Everyone should be responsible to someone. Ensure that employees have access to the information they need to make decisions based on real time info. We help the participants to learn how to work on creating an atmosphere of collaboration and imagination rather than competition. Accountability flows through the organization and must begin in the top. We discuss management’s role in developing accountability in employees.

Trust

Workers must trust each other to make honest decisions, to work together for the benefit of an organization. We discuss with participants how members of a business must trust each other to analyze reliability and their accountability and to ask questions. We provide a small activity to demonstrate trust and how it can make an organisation stronger.

Integrity

We teach participants about integrity and how it means following your values and being responsible day in and day out. We provide the basis for the team to develop consistency, in order that people can depend on you, in good circumstances and in rough times. We give the employees the support to understand their own values.