Planning to Win with Execution in 2023, Avoidance of Accountability, Stay Interviews & How to use RACI
8 January 2023 Newsletter
“The mind is an amazing creative vessel capable of infinite wisdom. The brain is a stupid little dog you can train with systems.” Jerry Seinfeld
Hope you’re Thriving!
I hope your New Year is off to a good start.
Over the holiday season, I’ve collected some of my favourite articles and podcasts from the year to share with you. Kind of like a best-of from 2022.
Couple this with my recommended reading list and hopefully, there is something of real interest and value for you each week.
I’m keeping them short and sharp.
Enjoy your holidays, stay safe, and I hope you enjoy the read.
Avoidance of Accountability
Over the years, I’ve used the 5 Dysfunctions of a team (explained well in this 7-minute overview) model from Pat Lencioni many times in assessing teams.
Teams will often find that Dysfunction 4 scores low or ‘could be a concern’. Dysfunction 4 is about the avoidance of accountability, and it speaks to the importance of peer to peer accountability, where peers would willingly hold each other accountable.
So, if avoidance of accountability was not an issue, and you didn’t make the numbers during a meeting, I’d readily ask you about that.
One of the antidotes is to have each member of the team take turns to host meetings, asking why people didn’t complete their priority.
You might be interested in this short 9-minute explanation from Pat Lencioni about Avoidance of Accountability.
This week, I came across an interesting concept: a flip on the exit interview – the stay interview.
I’ve spoken about the Start Stop Keep before, but this is a different take on employee discussions. Rather than asking questions about the company when a person is leaving, you can ask when they are still there, so you can identify any issues and help them stay. This also demonstrates that you care.
Here are some sample questions:
1/ What is your current thinking on the business?
Why: Problems surface below the founder or exec team. This can show issues that are beginning to emerge.
2/ Who are you most connected to at work?
Why: People don’t leave companies; they leave a community. If no meaningful connections exist, it’s easy to walk away.
3/ What do you want to learn next?
Why: Top performers need to learn and grow. Understanding learning desires helps understand long term personal goals.
4/ What obstacles are in your way?
Why: Unmitigated frustrations cause departures. Help them perform better by removing the source of those frustrations.
This week, I’ve had a few teams needing to implement RACI for the first time. They’ve got leaders who are unsure who owns what, and projects are being delivered without people’s knowledge or input.
The framework to solve this is RACI. RACI stands for “Responsible, Accountable, Consulted, and Informed.”
If you would like to communicate on a project explicitly, a RACI chart can help with that.
A RACI chart organises your project so that everyone knows what’s happening. With RACI, map out who is Responsible, is Accountable, must be Consulted with, and shall stay Informed.
Let’s break it down further. Here is what your project delegation looks like with the acronym
Responsible: Person who is completing the task.
Accountable: Person who is making decisions and taking actions on the task(s).
Consulted: Person who will be communicated with regarding the decision-making process and specific tasks.
Informed: Person who will be updated on decisions and actions during the project.
Here’s a sample RACI explanation: How to Use a RACI Chart to Simplify Responsibilities
Listen to the full podcast here- RACI: Accountability vs Responsibility
This week on The Growth Whisperers Podcast
Planning to Win in 2023 – Execution (4 of 5)
What execution decisions do you need to make to win in 2023?
2023 looks to have major challenges that are slowly developing. And this is especially so when considering your strategy and how it might be impacted by the changing environment. One of the most important questions to answer to best prepare for 2023 is how can I maintain consistent financial performance if my customer’s needs or spending changes?
“People are always excited about the games in sports, but it is all the discipline and habits built in practice that drives winning”
This week we discuss how to maintain consistency through execution and how can you win in 2023 through the execution lens.
Episode 143 – The Growth Whisperers
Listen to The Growth Whisperers
Or watch it on YouTube
Onboarded: Fast Track New Hires to Success – Live Virtual Masterclass with The Growth Faculty – 22 February 2023
In partnership with Growth Faculty, we are pleased to offer you 25% discount for Onboarded: Fast Track New Hires To Success – Live Virtual Masterclass with Brad Giles.
Onboarding is a critical engagement and retention tool. 69% of employees are more likely to stay with a company for three years if they experience great onboarding.
In this 60-minute masterclass, leadership coach and author of Onboarded, Brad Giles will share a simple step-by-step process to accelerate the effectiveness of new and existing team members.
“The new hire traverses three stages of understanding, learning and applying, which should be embedded, whereby at the end they are a successful fit into the role,” says Brad.
Founder of Evolution Partners, Brad works with CEOs and leadership teams to build enduring, great companies. He is the author of Made to Thrive and Onboarded.
“By implementing Brad’s onboarding strategies outlined in this book our team retention for new starters within the first 12 months doubled which had a huge impact on the culture of Aventus and ultimately our financial results.”
Darren Holland, CEO, Aventus
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