Pleasing Methods vs. Pleasing Results

  1. March 19th, 2012  | 

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Published in Accountability

Holding Friends Accountable in Business

One of the most common reasons I hear from leaders about why they struggle with holding colleagues accountable is because they genuinely like the people that are under-performing.
They don’t want to offend a friend.

It seems some leaders have become more concerned about practicing pleasing methods than about delivering pleasing results.

The reality is that accountability doesn’t have to be an “either/or” proposition. When practiced properly, accountability can be a “both/and” invitation.

My 1-day accountability workshop March 30 sets the context for this invitation and is loaded with exercises, tools and tips, including a 4-part formula guaranteed to drive accountability. Only four slots remain and registration closes this Friday.

Space doesn’t allow us to frame the context that we’ll examine in the workshop, but you should know that if you’re postponing a conversation about under-performance because you’re afraid of hurting a person’s feelings, you’re actually hurting the under-performer and you’re hurting your own credibility.

The people on your team know who’s performing – and who’s not.

Accountability starts with you. Postponing a conversation about under-performance doesn’t help anyone.

About the Author: Greg Bustin advises some of the world’s most admired companies and leaders, and he’s dedicated a career to working with CEOs and the leadership teams of hundreds of companies in a range of industries. He’s facilitated more than 250 strategic planning sessions, he’s delivered more than 600 keynotes and workshops on every continent except Antarctica, and he coaches leaders who are inspired to take their career to the next level. His fourth leadership book— Accountability: The Key to Driving a High-Performance Culture (McGraw-Hill) —is a Soundview Executive Best Business Book.

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