By Gerald Kraines
Responsibility management is greater than a conceptual treatment....It is a realistic strategy, with nice instruments, to spot and advance extraordinary leaders and to create an organizational constitution and strategies that advertise responsibility and function. It demystifies the concept of management with a suite of rules which are transparent and easy to enforce.
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Extra resources for Accountability Leadership
That is not employee development; it is abdication. And as always, managerial abdication has a price. Failure to actively help employees develop to their full potential limits their growth, their earnings, and their functionality. It also condemns the company to expensive rounds of hiring, orientation, and high turnover. Compounding the problem for 40 Accountability Leadership companies that have acquired poor reputations for development and promotion is their greater difficulty of recruiting solid, ambitious new employees in a tight labor market.
Most of this knowledge has been developed, tested, and Leveraging Potential 47 applied by a brilliant social scientist, Elliott Jaques. He helped to differentiate among the core elements of human capability, which together determine whether someone is likely to be effective in any particular role. In particular, he was able to directly measure an individual’s type of mental process, which determines his or her current potential. As you will see later, this research supports an accurate and easy-toadminister approach to the assessment of employee potential and mapping of an organization’s pipelines of future potential.
Negotiating strong, mutual, and reciprocal contracts requires that managers attend to what their employees value, how they define success, and what demonstrates to them that the organization supports their pursuit of success. As a general guide, employees perceive their companies as being committed to their success when they provide: 1. A safe, healthy work environment. 2. Respectful, trustworthy relationships. 3. Regular opportunities for providing input to the organization, its goals, and one’s own assignments.
Accountability Leadership by Gerald Kraines