This segment breaks down the first of a simple five-step system to help kick off a productive conversation about improvement without falling into the feedback trap.
- [Man] We created a tool called the accountability dial and what we found, and this came from my own painful experience as a people leader, is that I found myself having the same conversations over and over again, whether I was in a management role or when I was at a more junior and I would flag something or name something and I would find myself repeating those conversations. And so we did is we created an architecture. We said, "Hey, what if there's actually five parts to that conversation?" We call the mention, the invitation, the conversation, the boundary, and the limit. And if we think about locating ourselves, well, where am I in this conversation? Is it the first time that I'm bringing this up? Well, I'm at the mention stage. Hey Jennifer, you know, I was in the stand-up this morning and you seemed frustrated by where the conversation was going. I'd love to hear more about that if I'm reading that right. So I don't know why Jennifer... Maybe there's really good reason. There might be 27 things that could be happening. Maybe I'm misinterpreting the situation. But my mention is just my first attempt to get in dialogue with Jennifer about that, right? So that's the mention. And so we go through those stages. That's how we move through the accountability dial, where we don't try to tackle the whole thing in one bite. Doesn't work that way. We're not geared to be able to solve important things as human beings that touch on all these interpersonal and interpersonal issues. We can't solve those in a 30 second conversation so we're going to come back to it a couple of times over a period of days or weeks or whatever it is.
This course was created by Pete Mockaitis of How to Be Awesome at Your Job. We are pleased to offer this training in our library.