Insights
4 Ways to Run Better Meetings (and Transform Your Culture)
Meetings. Some are dreaded, others are valuable. Make sure your meetings are productive and a good use of time…your culture will thank you for it.
How to Replace (or, Better Yet, Keep) Your Rock Star Employees
Losing a rock star employee can set your company back. As a leader, how do you avoid this situation? Don’t lose them in the first place.
Responsibility vs. Accountability
When a result isn’t achieved, that’s when most of us start hearing words like “responsibility” and “accountability.” While responsibility is appreciated and often used correctly, accountability continues to be misperceived and gets a bad rap—we’re here to tell you why it shouldn’t.
OG&E: Keeping the Lights On
Through the use of Key Results, this Oklahoma utility made safety and accountability top priorities, changing their culture for the better.
Three Ways to Improve Corporate Culture
Is culture on your mind? Well, it’s on the minds of C-suite executives, with 92% saying that improving their firm’s corporate culture would improve the value of their company.
Culture of Accountability
Follow Through, Get Real, and Speak Up—there is no true accountability without these values and their associated actions.
Key Expectations—Clear and Aligned?
Expectations must be formed in ways that make the deliverable clearly understood by all involved.
Getting Key Results Right
Memorable, measurable, and meaningful results lead to higher levels of accountability for organizations.
The Role of Key Results
Identifying the Key Results that your organization must deliver to survive and thrive will put your organization on a path to greater accountability and alignment.
Results and Feedback
Recently, one of our clients had been experiencing a prolonged decline in sales. Numerous turnaround attempts were made, but nothing seemed to halt the relentless slide. Eventually, the company’s leadership team turned to our Accountability Builder. Within a matter of...
The Story Behind The Oz Principle
Like all epic fantasies in literature, The Wizard of Oz portrays a whimsical, yet poignant journey of self-discovery. We use the familiar story as the introductory metaphor in our book The Oz Principle: Getting Results Through Individual and Organizational...
The Connection Between Beliefs And Behavior
We refer to them as Cultural Beliefs because, taken collectively, such beliefs define much of an organization's culture. Therefore, if you really want to change the actions of individual people on a team or in an organization, you must focus, first and foremost, on...
The Three Principles of Accountability
When expectations go unmet and someone has failed to deliver, how often do you assume that they have failed to follow through because something is wrong with them? This is what we call the Accountability Fallacy, the first of the three accountability principles that...
When The Blame Game Flourishes
The “Blame Game” is never productive. Why? Because the very act of blaming someone or something else is disempowering rather than empowering, de-energizing rather than energizing, problem-focused rather than solution-focused, destructive rather than constructive, less ownership rather than more accountable.
Setting and Meeting Realistic Goals
Your Question: “How do you create a culture where realistic goals are set and met?” We hear this question a lot. In fact, it’s an issue that affects most people and organizations. Our Answer: There is a sequence to creating accountability. Step one always involves...
The Three Values of Organizational Integrity
It's been a challenging year for most companies, even Apple Computer—the company that has topped Fortune magazine’s list of most admired companies for two years in a row. Not surprisingly, a lot has been written about Apple’s prodigious founder and CEO Steven Jobs,...