If someone isn’t performing their role in your team, the first place to look for accountability is in the mirror.
It’s your job to give direction, set clear boundaries and responsibilities and, if you want to, set deliverables and process goals. It’s your job to check in for progress, to make sure things are on track and to offer guidance and resources when necessary. It’s your job to support them on the good days and the bad days and let them know what and how their work contributes to the collective effort.
And it’s your job to hold them accountable to the how and the what of the things they’ve agreed to do.
Working backwards … without providing accountability and understanding and guidance and clarity, you’ve created the conditions for the performance you find.
You get the performance you create.
Skippy strategy: Create the conditions for the performance you want.
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