How do you raise the stakes on accountability? Lisa Gates explores three levels of accountability that you want to commit to with your coachees—personal accountability; accountability between you and your coachee; and accountability to the organization.
- Accountability, say what you're going to do,…add a deadline, and communicate results.…Simple, right?…Well, yes and no.…Yes, if you want run-of-the-mill results,…and no if you want exceptional results.…So let's raise the stakes on accountability.…I was working with Davia, an engineer,…in a senior project director role,…who was on track for a promotion to chief of operations.…Now the problem was she loved coding…and wanted to keep her hands in the doing side of things.…
That meant she didn't delegate as often as she needed to…and missed opportunities to build her influence…with leaders in strategic planning and direction.…And that meant she was in danger…of being passed over for that promotion to COO.…So Davia not only needed to refocus…her priorities and career goals,…she needed to get really explicit…about her accountabilities, to our work together…as coach and client, and to her organization.…So as you work with your coachees,…there are three levels of accountability you want to nail.…
The first is personal accountability.…
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- List three strategies to assess an individual for coachability.
- Identify the essential elements of a coaching contract.
- Recall the three levels of accountability.
- Distinguish among the three levels of listening.
- Summarize strategies for coaching a low-performance employee.
- Summarize strategies for coaching a high-performance employee.