There are two critical types of accountability, which result in two very different mindsets. If you need to drive complex change initiatives, you have to understand both.
Creating A Culture Of Accountability
The blogs in this category are related to the following critical leadership competencies:
- Thinking beyond one's self to be accountable for your role's contribution, the customer's experience, your team's success, business success and organizational success.
- Making "personal accountability for the success of the whole" the cornerstone value for the leadership and culture in a business.
- Developing one’s self and others to be more intentional, self-aware and authentic.
- Executing breakthrough experiences for oneself and others.
- Building collaborative relationships based on mutual respect and value.
- Creating and restoring trust through giving and receiving feedback.
- Maintaining an open, positive and energizing atmosphere.
There is much ado about conflict in organizations: books, articles, consultants, a crowded field of best practices, the box of tissues in the HR office. Here I’ll focus on just one aspect – the desire for certainty.
First, a quick assessment. As Bob Johansen from Institute For The Future wisely quips: no organization exists without conflict.
We recently gave a presentation at LabCentral, a leading biopharma incubator in Cambridge, MA.
When evaluating the landscape for VC funding of innovative startups in biopharma, the state of Massachusetts (without LabCentral) ranked first in 2016. California, with their biopharma clusters in San Diego and San Francisco, ranked second. LabCentral -- one building in Kendall Square, Cambridge -- ranked third.
(Look below for the link to download the infographic pictured above).
Here's a myth you'll recognize: