Building cultures of growth and achievement by eric foster - 5-4-17
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Eric Foster presented on building cultures of accountability and motivation. He discussed how accountability and motivation have a symbiotic relationship, with one driving the other. He was taught the importance of accountability by his family and applies this in his professional leadership. Foster outlined four core values for building individual and collective accountability and motivation: 1) setting clear performance metrics and review processes, 2) leading by example and recognizing achievements, 3) fostering open communication, and 4) conducting continuous evaluation and improvement. Accountability is an underused but powerful tool for creating motivation when used to establish expectations that drive teams to exceed goals.
Building cultures of growth and achievement by eric foster - 5-4-17
- 1. BUILDING CULTURES OF GROWTH AND ACHIEVEMENT ACCOUNTABILITY AND MOTIVATION PRESENTER Eric Foster DATE – 5/2/2017
- 2. ACCOUNTABILITY & MOTIVATION In childhood, I was taught how being accountable is the stable of life and development. Both sides of my family set a standard of conduct, behavior and expectation that reached back multiple generations. This focus on accountability and expectation achieved a consistent standard of success and accomplishment (multiple successful business owners, non-profit and corporate professionals, college graduation being the norm, stable families, etc.). As my paternal grandfather would say, the outcome of motivation was new expectations and measures of accountability and those measures of accountability would drive your motivation to exceed the new expectations.
- 3. ACCOUNTABILITY & MOTIVATION What I took from this and similar family lessons was that accountability and motivation existed as in a symbiotic mutualistic relationship. One could not exist separate of the other, and both equally balanced to develop and exceed. I have taken this life education into my professional platform and leadership model for my teams. We must set standards of accountability, which provides the platform for positive and corrective motivation tools to meet and exceed those accountability measures. Once exceeded, we can set new standards of accountability and continue the upward growth of team members.
- 4. Continuous Evaluation Visible Demonstration Practical Realization Collaborative Communication THE CORE VALUES The four keys to building individual and collective accountability and motivation
- 5. • What are my team’s individual and collective key performance measures? • As their manager/leader, what are my key performance measures governing their performance? • Do we mutually understand them and the inter-relationship between both? Setting clear understandable performance metrics with the related schedule of updates and coaching sessions to review positive and negative performance outcomes. PRACTICAL REALIZATION – THE DEFINITION OF AND ESTABLISHMENT OF KEY PERFORMANCE INDICATORS Where there is no vision, the people perish. — Proverbs 29:18
- 6. VISIBLE DEMONSTRATION – WE ARE ALL IN THIS TOGETHER. WE SUCCEED OR FAIL AS A TEAM "The first responsibility of a leader is to define reality. The last is to say thank you. In between, the leader is a servant." — Max DePree • Personal demonstration of performance dedication – focusing on outcomes, driving towards solutions and calm responses to crisis. • Collective and individual recognition of performance above the standards of accountability – never leaving exception work go un- noticed or lack of promotion of team accomplishments. • Corrective action to change negative outcomes – all will be held accountable for their actions, from myself to each member of the staff. "You must be the change you wish to see in the world." Mahatma Gandhi
- 7. COLLABORATIVE COMMUNICATION – CLEAR, CONSISTENT AND CONSTANT COMMUNICATION BETWEEN MYSELF AND MY TEAM AND WITHIN OUR TEAM • Learning my team, their personal and professional goals and their life commitments • Communicating my journey professionally and what can be of value in their career paths from my experiences. • Building activities and communication channels to build support, cohesion and respect among my team. • Ensuring that my team has the ability to communicate suggestions, process improvement strategies and evaluation feedback so they know that their voice is valued and critical. Personal communication Intra-team communications Opening self to the team Reciprocation
- 8. CONTINUOUS EVALUATION – THE FINAL STEP, BENCHMARK, ENHANCE AND REFINE ACCOUNTABILITY AND MOTIVATION STRATEGIES • Behavioral and functional performance assessment. • Evaluation of team members’ performance • Coaching • Functional and Conceptual Development • Continuous Communication • Reciprocation
- 9. ACCOUNTABILITY IS AN UNEXPECTED BUT POWERFUL TOOL FOR MOTIVATION Many talk about the terms of accountability and motivation. Accountability is one of the most misunderstood and under-used strategies for creating successful organizations. Motivation is hoped for and often not planned to happen. If you want to build a motivating culture that breeds success, invest in tangible actions to build a symbiotic culture of motivation and accountability.