accountability Supplemental

Supplemental coaching and accountability can greatly benefit employees. One approach is to pair someone struggling with accountability with a highly organized and diligent individual. By interviewing and learning from the successful person's system, the struggling employee can improve their own accountability. An example is given of a sales rep who had a color-coded folder system, which greatly improved his productivity. By sharing knowledge and asking the right questions, supplemental coaching can be a valuable tool for improving accountability. Supplemental coaching can take on a lot and accountability, reading a book on project management or time management, maybe contributing factors to accountability. One of the things I love to do with supplemental coaching and accountability is to find someone who is really organized, really diligent, always following through and set up mentoring sessions and maybe have the employee that needs to be more accountable or improve accountability, you know, interview that person and spend some time with them and ask to look at their system. Let me share a quick story with you of supplemental coaching. Years ago we had a client that did a lot of manual file organization and there was always this one sales rep, his name is Rob, I won't use his last name, and he was always so docile, he was always so calm and this type of sales job, you did project management, you did customer service, you did bidding, you did design, it wasn't your traditional sales job and we had an employee that was really struggling, couldn't stay on top of his work, he wasn't following through, he was lacking accountability, so I went up to this gentleman, I said, Rob, what do you do? You're so calm, you're always in the 120s and 130s, how are you able to do that? And he said, what are you talking about? And he never knew what he was doing was a value and what he did, which is really quite simple, he had a color-coded folder system. Nobody knew he was doing it this way. He had one for projects, one for general contractors, one for subcontractors, one for prospect calls, one for follow-up calls and that's how he organized his work and I made that very generic but it was much more in-depth than that. So we had this employee by the name of Dan interview Rob and Rob spent almost two hours with him showing him his folder system and Dan later said that was life-changing. Dan ended up hitting over 120% that year and I remember one of the executives came up to me and was praising me because I happened to be coaching Dan and I said, no, it wasn't me. Rob's got this system and Rob ended up getting an award that year because of it. When you pair people up and somebody does something well, make sure that you structure it properly such as interview this person, you know, find out their system, especially when it comes to accountability, ask questions such as what do you do to maintain continuity, what do you do to maintain cadence, what do you do to avoid distractions or whatever the case might be. When you get people talking, you have intellectual property that you can tap into and that's where supplemental coaching can serve you well.