Holding Your Team Accountable Without Burnout or Resentment
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Course Objectives
- Identify the Root Causes of Team Accountability Breakdowns
Learners will assess why repeated instructions and unmet expectations often occur, and explore how hiring, onboarding, and leadership clarity influence accountability. - Strengthen the Hiring Process for Long-Term Accountability
Learners will implement interview strategies that prioritize values alignment, emotional intelligence, and self-motivation—ensuring new hires come with “batteries included.” - Design an Intentional Onboarding Experience
Learners will create structured onboarding systems that clearly outline expectations, consequences, and cultural standards (including omission vs. commission behaviors). - Implement the Omission vs. Commission Accountability Framework
Learners will adopt a two-part framework for evaluating mistakes—acknowledging what falls on leadership (omission) and what is individual responsibility (commission)—and use it in training and team reviews. - Use Vulnerable Leadership to Foster Safety and Ownership
Learners will practice taking accountability first, modeling transparency and curiosity over reactivity to reduce defensiveness and increase team trust and openness. - Develop and Deliver Quick, Constructive Feedback
Learners will establish a habit of giving real-time or same-day feedback to prevent prolonged misalignment and ensure high-accountability team members feel respected and supported. - Lead Effective Reboot Conversations and Reset Standards
Learners will lead “reboot meetings” or one-on-one accountability check-ins that reintroduce expectations in a way that feels motivating—not punitive—using the “what, why, and consequence” method. - Prevent Cultural Erosion With Regular Standard Reinforcement
Learners will build a rhythm of monthly or quarterly check-ins, team huddles, and department meetings to revisit expectations and ensure consistency across time and growth. - Coach Leaders to Hold Standards With Compassion and Clarity
Learners will train practice leaders and department heads to maintain neutrality, reduce emotional reactions, and hold others to expectations without causing fear or shame. - Create a Culture Where Mistakes Lead to Growth, Not Fear
Learners will build a psychologically safe workplace where mistakes are seen as opportunities, feedback is welcomed, and repeated misalignment leads to resolution—not resentment.