| Part of Leadership Process & Leadership Coaching | | | | accountability (individual or team or organizational). |
| is focusing on accountabilities. Accountabilities of | | | | The creation of the table should be co-created |
| people, teams and the facilitator. These | | | | with the team leader and the individual that is |
| accountabilities are in-line with Goal Setting, time | | | | going to take the action. |
| frames and learning agendas. | | | | Goal |
| It is the team leader's responsibility to explore the | | | | Strategy |
| time frame, the skills, and how follow up will be | | | | Objective |
| completed. By breaking these accountabilities in | | | | Responsibility |
| Micro-Decisions based upon a Macro-Learning | | | | Time Line |
| agenda success is found! Develop an accountability | | | | Feedback & Evaluation |
| plan and use a method that is known and | | | | 1- Goal #1 |
| agreeable to your team and yourself. | | | | 1.1 - First strategy to reach goal #1 |
| This way people know what they are being | | | | 1.1.1 - First objective to reach while implementing |
| accountable for as well as a shared understanding | | | | strategy #1.1 |
| of meaning and great work. Allow for some | | | | Who's going to accomplish that objective? |
| personal and team autonomy when making the | | | | When the implementer is going to accomplish that |
| action plans. Reading Dan Pink's book Drive. I like | | | | objective |
| his breakdown of different people requiring | | | | What system for communication and feedback |
| autonomy in different areas. Some examples are: | | | | will be utilized for completion of objective |
| - Task | | | | Exploring the feedback and evaluation is where |
| - Time | | | | leaders drop to ball. Making a set time for |
| - Technique | | | | meetings and follow up shows that this is a |
| - Talents | | | | priority that requires focus and thought. |
| Here is a table that works for setting goals for | | | | |