- Most mgrs. hold employees accountable for deliverables, deadlines, results & behavior (collectively, their "performance")
- Little, daily decisions and choices made by the employee are what lead to their performance
- Managers must hold employees accountable for under performance
- Employees often have excuses for under performance
- Accountability discussions should become coaching discussions
- Coaching discussions should focus on the decisions and choices that impacted performance
- Ensure your expectations are explicit vs. implied
- Use clarity checks to promote good decisions and choices
- When under performance happens, focus on their decisions and choices
- Ask the employee, "Why did you choose/decide this..."
- Ask, "What other choices/decisions did you consider?"
- Listen for and identify their thinking traps
- Offer more productive ways of thinking about the situation
- Consider ending with a pep-talk