Roger Connors is a management consultant and author. He cofounded Partners In Leadership, an international management consulting and training company, specialising in workplace accountability. He has completed a Bachelors of Science in Accounting and an MBA. He has many years’ experience and good credibility for workplace accountability. His aim in this book is to teach people how to change the culture of an organisation for the better. This resource would benefit anyone who works in a leadership role within an organisation/company.

Define your company goals and a strategy to reach them.

The results pyramid is made up of experiences at the bottom, beliefs and actions at the top. Experiences promote beliefs, beliefs impact actions and actions generate results.

Accountability is vital to a strong organisational culture, and it is shaped by every action an employee performs. First, people have to see it, by considering other people’s viewpoints, communicating honestly and candidly, exchanging feedback and hearing the difficult truths at expose the real circumstance at hand. Second, people need to own it by accepting the goals and priorities of the organisation’s mission as one’s own. Only then is everyone able to solve it, by asking what else we could do to get the results. Finally, everyone has to do it, and perform the tasks with focus on our priorities and by being reliable and trustworthy.

How do you get results?

Simply put, alignment: this is the guiding beliefs and deliberate actions that an organisation applies to a clear and common goal. When people are all following the same goals, there is less stress and decision making is faster and more efficient. The organisation speeds up as a whole. Remember that alignment is a process, not an event. Things won’t magically click together overnight.

What skills do you need?

You need the skill to lead the change and the skill to be facilitative. You have to encourage dialogue, teamwork and collaboration. You also need the skill to respond back. There are 5 steps to take in response to feedback to ensure everyone is aligned:

  1. Identify the beliefs you want others to share
  2. Communicate this belief
  3. Portray the experience you’re going to deliver to your employees
  4. Ask for feedback on the planned experience
  5. Enrol employees in providing feedback as the plan progresses

In order to integrate and sustain these practices into the everyday life of your company, you need to list all the meetings, policies and procedures that the company has. You need to find where you can integrate cultural change into your company systems, and finally, apply the changes into the activities you’ve selected.

Make sure the appropriate people are participating in the leadership alignment process, and that accountability is instilled in the culture by identifying the people who will make key decisions.

Have discussions which ensure that people are able to speak up and are heard. Take ownership of decisions by promoting the decision. Communicate a consistent message. Follow-up and check in with team members and test for appropriate alignment across all areas.