Ownership and Accountability
Help managers get employees to think like an owner.
Managers want employees to take ownership of the job, understanding that their own success is tied to the success of the business.
This workshop develops the skills managers need to have strategic conversations that encourage employees to think—and act—as if they own the job and the business results.
Ownership and Accountability is customized for client-specific situations, needs, and cultures. It emphasizes intensive practice and skill building, not theory. Managers learn not only what to do but also how to do it. They also learn through video labs in which they see themselves as others see them, often for the first time. This approach produces the aha! moment necessary for sustained behavioral change.
This approach produces rapid, sustained workplace behavior change—managers return to their jobs, do them differently and better, and, follow-up research shows, are still doing so 12 months later.
Foster an Organizational Culture of Ownership and Accountability
This program helps managers develop the critical skills they need to nurture a culture of ownership and accountability among their teams.
After participants go through this training, you’ll notice a significant shift in behavior:
Managers are helping employees connect what they do every day to the company’s strategic goals, so that employees feel connected to important business accomplishments.
Employees have a clearer understanding of their job expectations, how they will be measured, and what success looks like.
Employees are demonstrating initiative, self-starter, proactive, and owner mindsets because their managers helped them translate these traits into specific, observable behaviors.
Employees are recognizing what needs to be done, and they’re doing it.
Employees are demonstrating commitment to producing desired results.
Managers are helping employees understand and think through the impact of their actions and decisions.
Managers are having more frequent and more productive conversations with employees about their performance.
What Participants Learn
Throughout the program, participants learn key concepts and develop skills critical to nurturing a team of invested employees:
The skills and tools for having strategic conversations that foster ownership of the job.
How to help employees connect what they do to why it matters—the impact of their performance on customers, on business results, and on the other parts of the organization.
How to define the measurable results expected and the specific behaviors that will enable employees to succeed—and engage employees in determining how they will achieve results.
How to help employees identify and set priorities to reflect team and organizational goals.
How to get employees to make a sincere commitment to producing desired results.
How to listen to employee concerns and identify what they need from their manager in order to own the job.
How to hold them accountable without micromanaging, and how to coach them to hold themselves accountable.
“What I like best about working with AlexanderHancock is that they really understand where your business wants to go. They understand the dynamics of your people, the dynamics of your organization, and what's happening in your business in the competitive world. And they help you train your people to be ready for those challenges.”
ROSS DALTON
Former Senior Vice President, GTECH Corporation
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Targeted Customization
We tailor the program for your specific situations, needs, and organizational culture.
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Focused Skill-Building
Participants experience intensive practice and skill-building rather than only learning concepts and theory.
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Eye-Opening Video Labs
Our proprietary Video Lab process helps participants see themselves as others see them, producing the aha! moment necessary for sustained behavioral change.
Program Details
Real-Life Practice: Participants practice using the skills they learn in three real-life coaching scenarios that they are currently facing (not case studies or hypotheticals), allowing them to apply their new skills immediately following the program.
16 Hours: Typically, Ownership and Accountability is 16 hours, including three video labs.
12-20 Participants in Groups of 4: This program works best for 12-20 participants, and we’ve found that 16 participants is the sweet spot.
Video Labs, Coaching, and Feedback: More than 2/3 of program time is spent in small groups in video labs, which include intensive practice, skilled coaching, and focused feedback.
4:1 Facilitator Ratio: Each lab group has four participants and one coach/facilitator, ensuring that each participant gets targeted, personalized feedback.
Offered In-Person and Virtually: We offer Ownership and Accountability both in-person at the client’s location of choice and virtually via Zoom. We’ll work with you to weigh the advantages of each and help determine which makes most sense for your organization.
What’s Included
In addition to the 16 hours of training, participants receive all necessary training materials, including a training manual that will serve as a reference when they return to their jobs.
Participants also receive at least 6-month access to our proprietary, app-based follow-up system to help them sustain and further develop skills learned in the training. Pre- and post-program surveys are also included (more details below).
Sustainable, Measurable Results
One of the reasons we know our programs are so effective is that we prioritize creating sustained behavioral change and tracking key metrics to ensure we’ve met our objectives.
We measure long-term results in several ways:
Pre-Program Survey: Participants’ direct reports take pre-program surveys in which they offer valuable insight about their managers’ coaching, leading, and managing communication behaviors. This online survey provides baseline data regarding how their direct reports perceive their behaviors. It also helps us identify high-priority concepts and skills to focus on in the program.
Post-Program Survey: Participants’ direct reports are surveyed on their managers’ communications behaviors again 9-12 months after the training. Comparing the two surveys shows evidence of progress and documents that participants sustain the skills over time.
Reporting & Analysis: Each participant receives their individual results of both surveys, and senior management and HR business partners receive group summaries of results, along with our analysis.
Follow-Up: We follow up with participants periodically for 6 to 12 months after the program to refresh them on key concepts, help them identify opportunities to use those skills, and prompt them to reflect on their progress.
Get Started
Want to learn more about how Ownership and Accountability can help your managers nurture teams of fully-invested employees?
Just fill out the form below to let us know, and we’ll get back to you as soon as possible!