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Accountability Development Examples

IN: Accountability & Engagement.21 AUGUST, 2017
Accountability Development Examples

For the second time in a row, Bright Concept was chosen by customers as the Best HR Supplier in the field of training. Can you tell us an example of a result with your trainings?

 

Last month we held an Open Leadership Course for Accountability and one of the participants, General Director of a Portuguese company, said that he wanted to resolve the conflict between the company’s partners because it was undermining the organization’s functioning. During the training we did several individual and group works on the topics of the Program where participants could work on their case. In the end everyone made their action plan.

 

Three weeks after the course, the participants began to share the successes they had already achieved and this participant sent an email saying: “… I created a key expectation for the project, linked to the results in the next 4 years. We created a logo. I talked to the key members of the project and explained what was intended. Almost immediately everyone wanted to stop blaming others and would rather be accountable. The whole team became informed of the results on a daily basis and wanted to contribute with new ideas. The relationship between partners has changed radically. I think it was one of the most productive workshops I’ve ever done. ”

 

Is accountability the fastest way to improve the organizational climate?

Indeed, the results of these Programs in the climate are very quick and positive. When we work on Accountability we are working mainly on the clarification of vision, strategy and goal setting, which are the climate variables that have the most impact on the climate in general. We also work with feedback, team commitment and accountability, and so the climate improves substantially. When we do the Leadership Accountability Program we are also making a strong contribution to improving the organizational climate by working with the leadership styles that most contribute to the climate – visionary, coaching and participatory styles.

 

How can Bright Concept help companies achieve key organizational results?

We use a variety of methodologies from Coaching, to CEO, to Leadership Team Coaching, Accountability Culture Development Programs and Gamification. When Key results are very difficult to achieve with the current thinking of employees, we make a Culture Adjustment Program. When key results can be achieved with today’s thinking, we work on clarifying key results and aligning all employees through the “The Oz Principle of Accountability” and “Leadership for Accountability” Programs.

 

In a multinational company where we are doing training, the impact is noticeable since the first Workshop. For example, one of the contributors said to me at the end of the Workshop: “I’ve been working in the industry for many years and I’ve had a lot of training, but this one was the most important I have ever had, with no doubt. I am totally committed to help the company to achieve the key results.”

 

We are now expecting to see if the adherence to the implementation of the strategy will grow for this customer.