The Future of Corporate Coaching: Guiding Leaders Through Organization-Wide Transformation in a Digitally Accelerated World
We surveyed leaders from a range of industries about their expectations for the future of coach[…]
How can our leaders be accountable in an environment where we are asked to “do more with less,” influence without authority, and manage a virtual team across the globe, all of whom report up through organizations with their own goals and agendas?
The challenge for organizations is that accountability is intrinsic. People have to choose — for themselves — to act with ownership and accountability.
But accountability can flourish in the right environment.
If you want accountable people, you need to create the conditions that encourage people to fully own their decisions.
This begins with acknowledging and removing unnecessary fear within your organizational culture.
Fear can cause people tend to hide, hold back, and do only the minimum of what is expected to avoid accountability and leadership. It can lead to aggressiveness, anger, micromanaging, defensiveness, lack of engagement, and victim behavior.
Reducing this fear starts with trust. Earn it by being competent in the work, knowing when to communicate openly and when to keep things in confidence, and following through on what you say you will do.
Improving accountability is simple when your team understands and shares these strategies for understanding when to commit and when to get clarification.
Help your team step up to ownership at your organization by equipping them with these leadership accountability skills. We can deliver our world-class, research-backed leadership accountability content to them — or you can.
We can equip your facilitators to deliver a workshop or internal training on improving accountability, either online or in person, whichever you prefer:
Or, we can incorporate leadership accountability as part of a larger leadership development initiative for your organization:
Organizations who have partnered with us to upskill their people’s leadership accountability skills consistently tell us the same thing: their experience with CCL made a significant impact on their culture — and their bottom line.
But don’t just take our word for it — take theirs.
“I needed to let go of control and trust my leadership team to be more responsible and accountable. I felt I had to absorb all the responsibility. Rather than empowering my team, I was micromanaging them. They felt I didn’t trust them, and I felt like I needed to be in control of everything. After CCL, I realized this was something I could change so we could be more successful as a team.”
VP, Advanced Aero-Solutions Division
Vought Aircraft Industries
Our experts are here to help. Let’s have a conversation about improving accountability at your organization and how our leadership accountability content could help support your development initiatives.
Package our research-backed leadership accountability content with other proven leadership development topics and solutions for a customized, scalable solution perfect for your organization’s unique needs, context, and culture. Related topics include: