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Ask Don't Tell Leadership - How Do I Create Accountability As A Leader?
Author : George Kincaid
Submitted : 2011-10-18 Word Count : 870 Popularity: Not Rated
Tags: Leadership Training, Leadership Development Training, Youth Leadership, Personal Mastery, Corporate Leadership Training
Dear Coach,
Question: I own and run a company, but my leadership abilities are occasionally lacking. My Senior Team pertains to me as "Mr. Softy," because I fail to discipline those that breach business policies. I'm having specific difficulty with my VP of Sales. While he does bring in new accounts, he consistently enters them incorrectly and causes all sorts of issues for production staff. My team keeps telling me to "let him have it," but I am not sure what to say. How do I make him accountable without merely firing or threatening to fire him?
Answer: Congratulations! You're already demonstrating fantastic leadership wisdom by seeking solutions aside from threatening job loss. The accountability you want would by no means create from firing or threatening to fire, anyway. Exceptional leaders construct accountability and empower their employees by asking them questions. My philosophy of leadership is "ask, do not tell." Even though you have identified the VP of Sales as causing the present issues, make sure you have all of the facts. This could be a great opportunity for you to construct accountability - not just in this employee, but in all of your workers.
I suggest holding a company-wide meeting, focused on the large picture of how sales orders are processed. Use the scenario with the VP of Sales as an example, and ask, "Is this order representative of how this company functions?" Either everyone will agree, or an fascinating discussion will ensue between the disagreeing parties. Occasionally, your role as a leader would be to stay out of the middle and merely facilitate. The managers of your various departments most likely understand the facts much better than you do, and it's perfectly ok to admit this. Enter the meeting with an open mind. Even if your workers start by arguing and finger-pointing, they will ultimately function through towards the facts. You might require to pepper the conversation with questions, but try not to give answers.
As soon as the group has pinpointed the actual problem and the individual(s) involved, begin discussing solutions. Ask simply, "How would you like to solve this?" Even when you have solutions in mind, fantastic leadership requires you to trust others to create their very own answers. Given this is the very first time you have undergone this procedure, I suggest you remain within the meeting. Continue to only ask questions, and if asked your opinion, refrain from giving it. Remind your managers which you trust them to run their departments and make money for your business, so surely you trust them to solve problems, like this 1. Initially, this entire process may be extremely time-consuming and frustrating for everyone involved. Be confident which you are moving in the right direction! Your workers will soon become more energized as they feel empowered, and the time will prove well worthwhile. By the end of this procedure, you too will find your power and understand you built accountability by merely asking questions. Keep in mind: Ask, don't tell.
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