There isn’t one among us who hasn’t put off or avoided a tough conversation that stems from an unmet expectation. You wonder if your zone of tolerance is too small or too large or maybe you just don’t know how to say what needs to be said in a way that will leave your team member feeling good.

• Should you say something to the employee who’s 10 minutes late once a week or not?
• How long do you wait before addressing your salesperson who hasn’t met goal for 3 months straight?
• If you’ve already mentioned the confusing communications from your operations manager twice and the sales staff are still baffled by operations’ messages, do you ignore it or is it time to have that tough this-is-a-pattern talk?
• Do you ever get so fed up that you say something you regret? Do team members?

Achieving a culture of accountability includes setting performance goals, establishing regular meetings to monitor progress, and having accountability conversations along the way. There’s a process you can follow that will make accountability conversations easier… even natural and uplifting.

This presentation will help you decide whether you SHOULD speak up, how to get in the best mindset for it, and how to navigate the accountability conversation, including before the conversation, during, and follow-up after.