Accountability LP

The speaker emphasizes the importance of accountability in driving successful outcomes. They discuss the concept of learning projects, which are tasks assigned between coaching sessions or meetings. The speaker suggests setting specific expectations and deadlines for these projects to ensure accountability. They highlight the benefits of using learning projects in a group setting, as it motivates individuals to see their peers' progress and encourages them to contribute. The speaker also mentions the significance of incorporating learning projects in one-on-one coaching sessions. The key takeaway is to conclude meetings or coaching sessions with a learning project and start the next session with an expectation related to the project. One of the easiest things that we can do is to facilitate accountability through accountability. Now, we often talk about the learning project. The learning project, again, is something that is done between coaching sessions or between meetings. It is something that is due at the next meeting. It is typically what kicks off the next coaching session or meeting, such as everybody on the team, I want you to come in with two things that you did to successfully complete your tasks on time. Don't leave it open-ended, such as, and come in next week and let's discuss if you're on track or you're not on track. And what employees hear when they hear that messaging, they hear, oh, there's wiggle room. When, in fact, what we need to do is be very specific with our expectations to drive accountability. Next week, Lisa, I want you to come in with two examples of what you're doing to successfully stay on track, maintain progress, maintain a really good cadence so you know you're going to complete this project on time successfully without exceptions. Now, that phrasing, and you can certainly make it your own, is really not allowing any type of wiggle room or negotiation in their mind of, well, it's really not due on July 1st. You get the idea. So with learning projects, always have something due at the end of the meeting, and conclude your meeting with everyone next week. I want you to come in with two examples of what you're doing to stay on track without exception. Here's the magical thing about learning projects. And in the line of teaching coaching, people take this very lightly. There is a magic sauce here. Here's why. When you're in a room full of 10 people and you're using a learning project for a group, guess what happens? You go around the table and six or seven people are illustrating what they're doing, and you're that employee who's thinking, well, I had a lot on my plate. I couldn't get to the work. You start to quickly realize, I'm dragging the team down. I'm not following through like everybody else. Now, with individuals, the same thing works because then you're in a one-on-one endeavor. Make sure you end your meeting to your coaching sessions with the learning project, and then start the next session with that particular expectation of the learning project.