Does your organization reek of accountability? If not, it may be time to look in the mirror. Absence of accountability begins and ends with you and your leadership team.
Is delegation one of your top priorities?
There’s a direct correlation between delegating and accountability. If you don’t delegate, you don’t trust and if you don’t trust, you can’t truly hold your people accountable. It becomes a viscous cycle.
Oddly, most accountability issues center around leaders not willing to truly hold their people accountable. They may say they do but then they complain when things go wrong. Until you actually delegate and elevate, accountability is just lip service.
Let them slip and fall
One of the hardest things about delegation is to watch your people stumble occasionally. But unless you let them “fail,” they will never truly be accountable and you will never let go.
Delegate to the right people
No question that delegation can be difficult, especially if you have been the main force behind your business for so long. It’s hard to let go when your biggest worry is that something will fall through cracks.
Your concerns are well founded if you don’t have a solid plan for delegation. There are two key pieces to delegating successfully:
Choose to delegate to the right people that are in the right seats
Give them all the resources needed to succeed
The “right people” fit your company culture and you know they’re in the “right seats” if they GWC the seats.
Your time is a key resource that you must give generously in order to set them up for success. The time you invest in training and setting expectations will payoff big time in the long run.
Remember, delegation is not a luxury. It’s imperative that you commit to “let go of the vine” so you can rise to a higher level for your organization and let others do the same.
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