INSTILLING A CULTURE OF ACCOUNTABILITY AT WORK
Culture is the way people think and act. Instilling a culture of accountability is a long term process. Embarking on a cultural change process requires dedicated efforts undertaken by leaders as well as change agents that have the expertise and confidence in pursuing culture of accountability that involves the entire organization .
This two day program seeks to offer some insights on what needs to be done to develop the expertise required for such an undertaking based on a model called the Results Pyramid that has been developed by Roger Conners and Tom Smith as shown below
The Results Pyramid presents how the three essential components of organizational culture – experience, beliefs and actions – work in harmony with each other to achieve results. Experiences foster beliefs, belief influences action and actions produce results.
In the proposed training program, attempts will be made to examine situations and examples to illustrate how this Results Pyramid model may be used to energize employees and create accountability for results by setting up the environment that provides the experience necessary to foster beliefs that influence actions which produces results.
On completion of the workshop, the participants will be able to create a culture of accountability based on the Results Pyramid Model which ensure the participants to remain above the line of accountability as illustrate in the image below
Key course outcomes
- Define the results that guide change
- Take action that produces results
- Identify the beliefs that generate the right actions
- Provide experiences that instil a culture of accountability
- Apply culture management tools
- Master culture change leadership skills
- Integrate belief that participants should always be above the line of accountability
- Enrol the entire organization in the culture change
INSTILLING A CULTURE OF ACCOUNTABILITY AT WORK COURSE SYLLABUS & OUTLINE
- Introduction and Overview
- Pre test
- Key challenges associated with changing the culture in an organization
- Overview of creating a culture of accountability
- Creating accountability to achieve desired results
- Defining results that guide change
- Taking action that produce results
- Identifying beliefs that generate the right action
- Providing experiences that instils the right beliefs of accountability
- Aligning culture of accountability for rapid progress
- Applying the three culture management tools
- Accountability culture change leadership skills
- Integrating culture change of accountability
- Summary discussion
- Post test
FAQ & FURTHER INFORMATION
The 70:20:10 Model for Learning and Development has been found to be most effective within the training profession to describe the optimal sources of learning aimed at developing work based competencies. It holds that individuals obtain 70 percent of their knowledge from job-related experiences, 20 percent from interactions with others, and 10 percent from formal educational events.
Based on this model, we propose that the this course be structured along similar lines. It is proposed that it is undertaken in stages. These stages will include awareness stage, appreciation stage and application stage.
Evaluation of participant’s reaction to the session through a Training Evaluation Form that will evaluate:
- Conduct of Training
- Training materials
- Training facilities
Evaluation of participant’s level of learning and understanding of the program through a Pre and Post Test consisting of 20 objective questions will be conducted prior to and after the session.
(B) Assessment Methods
- Pre-test to assess understanding level before the start of the program
- Verbal questions and answers during the session
- Group based discussions and presentations
- Post-test to assess understanding level before the end of the program
- Review of documentation of expert review sessions