Foster accountability to create a "No excuses" zone

Foster accountability to create a "No excuses" zone | practice (split each time) | Create a respectful culture to show you value diversity
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January 24, 2024
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Leading the Way
Foster accountability to create a "No excuses" zone
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If you want your team members to be accountable, instead of making excuses when things go wrong, be sure they know what's expected of them, involve them in decision-making and reward them for their excellence, writes author and leadership expert Frank Sonnenberg. "People stop trying when there's no benefit for being exceptional and no consequence for being mediocre," Sonnenberg notes.
Full Story: Frank Sonnenberg Online (1/23) 
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Put it into practice: Foster a sense of accountability by consistently giving your team constructive feedback, challenging any unwanted behavior and constantly evaluating their progress and successes, Sonnenberg suggests. "Indicate how success will be measured, or folks will define it for themselves."
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SmartBrief on Leadership
Create a respectful culture to show you value diversity
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Surveys show the workforce becoming more diverse, which means senior leaders must take the initiative to define the culture they want and then formalize "your company's values in observable, tangible, measurable terms," says S. Chris Edmonds. "Valued behaviors make clear how people in your company model their company values in daily interactions," Edmonds notes.
Full Story: SmartBrief/Leadership (1/23) 
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Put it into practice: Data shows that companies with respectful cultures have more engaged employees, better customer service and higher profits, Edmonds says. Senior leaders must be role models, displaying a high level of integrity.
Read more from S. Chris Edmonds on SmartBrief on Leadership
Smarter Communication
Automating internal communications through multiple channels using AI, asynchronous video conferencing, chatbots and short surveys can help boost employee engagement by consistently keeping everyone informed in the ways they prefer, writes Michael DesRochers. "This approach acknowledges employees' wellbeing while providing efficient communication channels and support mechanisms that cater to their unique needs, improving their sense of belonging," DesRochers writes.
Full Story: Ragan (1/22) 
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Put it into practice: Actively listen to the needs of your employees as you create your automated internal communication system, DesRochers writes, and make mental health apps and other wellness programs easily accessible. "It is important that employees understand they have access to these resources to assist with their wellbeing."
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In Their Own Words
Employers should change their diversity, equity and inclusion strategies to focus on cohesion in the workplace, equality over equity and employees' commonality, according to Insperity CEO Paul Sarvadi, who has co-written a book about the approach. "These are higher goals than DEI goals, but they build on the original unifying objectives of DEI," says Sarvadi, who adds the strategy emphasizes better business performance.
Full Story: StrategicCHRO360 (1/19) 
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Daily Diversion
Brooke or Julius? Your name could soon be extinct
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Fewer children have been named Brooke (for girls) or Julius (for boys) over the past two years as those appellations experienced the sharpest drop in popular baby names, according to data from the parenting website BabyCenter. Other girl names on the decline include Amanda, Raegan and McKenzie, while fewer boys are sporting monikers such as Jaiden, Johnny and Ronan.
Full Story: HuffPost (1/19) 
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SmartBreak: Question of the Day
Happy birthday, Neil Diamond (b. 1941)! He once sang "I Am ... I Said" at the House of Blues in West Hollywood with a Neil Diamond tribute band named what?
VoteForever in Blue Jeans
VoteReal Diamond
VoteSuper Diamond
VoteSweet Caroline
About The Editor
Candace Chellew
Candace Chellew
Chellew
I have worked at places where accountability was given a lot of lip service but very rarely practiced -- especially by those at the top who seemed to have a "do as I say and not as I do" attitude.

In those situations, I refused to follow their example, instead insisting that I live up to a higher standard in my work. This is something Frank Sonnenberg echoes in his article. Even if those around you are making excuses for their work or blaming others for their mistakes, you can still hold yourself accountable and strive to be the best at what you do.

"When you have the courage and confidence to put yourself on the line, you will earn the trust, respect, and admiration of others," Sonnenberg writes. "But most of all, you will earn the respect of yourself."

When have you held yourself accountable, even if you worked in an excuse-filled culture? Tell me about it.

If this newsletter helps you, please tell your colleagues, friends or anyone who can benefit. Forward them this email, or send this link.

What topics do you see in your daily work that I should know about? Do you have praise? Criticism? Drop me a note. And don't forget to send me photos of your pets, your office and where you spend your time off.
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The secret in the search for meaning is to find your passion and pursue it.
Gail Sheehy,
writer, journalist, lecturer
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