Comments on: The Accountability Principle and Engagement http://stateparkwaypartners.com/the-accountability-principle-engagement/ Aligning Human Capital to Business Strategies Sun, 20 May 2012 07:38:54 +0000 http://wordpress.org/?v=2.3.3 By: Tom http://stateparkwaypartners.com/the-accountability-principle-engagement/#comment-8 Tom Mon, 16 Jun 2008 14:06:29 +0000 http://stateparkwaypartners.com/the-accountability-principle-engagement/#comment-8 Hi Dorothy! Thanks for your comment. I completely agree with your rhetorical question: "Isn't it hard to be accountable for an effort when there is no clear measure of success?" A point I made when summarizing the benefits of having to regularly give an accounting of progress and results was "It becomes the motive for measurement of progress and results - how can you evaluate the situation without measures?" So, at least as I see it, the performance plan includes activities and results; and results are stated in terms of measures and/or observable outcomes. Accountability - providing a regular accounting of your work - includes both content - what's been accomplished or not - and context - why we're getting the results we are - along with what, if anything, more, less, or different should we be doing? In the holistic accountability mind-set, it's important to constantly do some analysis around the measured results - what's driving those measured results, does something need to be done to sustain them or improve them, are there opportunities or threats that are seen now but weren't taken into account in the original plan or in any modifications of the plan to date? Conversations like this between a person and their manager or team leader or partner can create better and more sustainable results and deveop talent more fully at the same time. Let me know what you think and what your experience is! Hi Dorothy! Thanks for your comment. I completely agree with your rhetorical question: “Isn’t it hard to be accountable for an effort when there is no clear measure of success?” A point I made when summarizing the benefits of having to regularly give an accounting of progress and results was “It becomes the motive for measurement of progress and results - how can you evaluate the situation without measures?”

So, at least as I see it, the performance plan includes activities and results; and results are stated in terms of measures and/or observable outcomes. Accountability - providing a regular accounting of your work - includes both content - what’s been accomplished or not - and context - why we’re getting the results we are - along with what, if anything, more, less, or different should we be doing? In the holistic accountability mind-set, it’s important to constantly do some analysis around the measured results - what’s driving those measured results, does something need to be done to sustain them or improve them, are there opportunities or threats that are seen now but weren’t taken into account in the original plan or in any modifications of the plan to date? Conversations like this between a person and their manager or team leader or partner can create better and more sustainable results and deveop talent more fully at the same time. Let me know what you think and what your experience is!

]]> By: Dorothy http://stateparkwaypartners.com/the-accountability-principle-engagement/#comment-7 Dorothy Fri, 13 Jun 2008 17:30:34 +0000 http://stateparkwaypartners.com/the-accountability-principle-engagement/#comment-7 Tom, in your article on accountability, you mention a well-executed plan, yet there is no mention on measures of success. It is assumed that executing the plan will bring about the results? Isn't there an element of accountability that says the results must be achieved and they must be measureable so that you can truly say that the actions were appropriate. Isn't it hard for a person to be accountable for an effort when there is no clear measure of success? Tom,
in your article on accountability, you mention a well-executed plan, yet there is no mention on measures of success. It is assumed that executing the plan will bring about the results? Isn’t there an element of accountability that says the results must be achieved and they must be measureable so that you can truly say that the actions were appropriate. Isn’t it hard for a person to be accountable for an effort when there is no clear measure of success?

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