“The difference is in how we operate — with the accountability spheres mindset, we ensure high levels of communication and coordination.” – Kari Granger

“It’s not my job!” When silos run workplace dynamics and the “not-my-job” mantra leaves projects disconnected, the likely culprit is the “hierarchy mindset.” For many organizations, a hierarchical structure is a good fit, but the mindset of having to operate out of a little box on an organizational chart, can limit creativity and innovation, starve collaborations, and keep projects from crossing the finish line on time and to the company’s quality standard. Join Kari Granger and Paul Adams as they examine an alternative way of relating to our positions and coordinating actions — no matter how your company is structured.

In This Episode:

00:52 – Introducing today’s topic: How to Replace the Hierarchy Mindset with Accountability Spheres

01:16 – How hierarchical mindsets within an organization can lead to gridlock

02:48 – Kari and Paul look at some ‘pros’ of a hierarchy structure

04:25 – Introducing Spheres of Accountability

05:24 – Kari provides examples of Spheres of Accountability

08:41 – The Venn diagram example

09:43 – Understanding the big picture: how all spheres overlap

12:11 – Paul uses the Leadership Impact podcast as an example of overlapping spheres of accountability

14:08 – How Kari’s team independently manages their spheres of accountability to produce phenomenal leadership programs

15:56 – How breakdowns are addressed in overlapping spheres of accountability

17:37 – Kari shares how her husband seeks out areas of overlap with his role in aerospace safety

19:35 – How a conversation with a financial compliance officer shifted Paul’s mindset

21:36 – The empowering influence of accountability

24:15 – Paul speaks to the importance of understanding shared spheres of accountability

26:18 – Kari urges listeners to use this episode as an initial inquiry

27:19 – Kari maps out how long it takes large organizations to operationalize spheres of accountability as their organizing structure

Quotes:

“Spheres of accountability ultimately is a mindset, and it also can be turned into a structure.” – Paul Adams 

“If that’s my sphere of accountability, I’m 100% accountable. I accept 100% of the responsibility for taking effective and productive action within that entire sphere (domain) — including the areas of overlap.” – Kari Granger 

“I always bring focus to my sphere. I’m accountable for my sphere. Yet, I never forget the big picture of all different spheres and the interconnectivity between them.” – Kari Granger 

“My accountability only makes sense in light of everything else.” – Kari Granger 

“That is a key takeaway: write down what people are accountable for and who else you overlap with in that accountability in your organization.” – Paul Adams 

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Links:

Kari’s Website

Paul’s Website

Kari’s Online Course, Accountability: Access to Power, Performance, and Professionalism

Paul’s Other Podcast: Your Business Your Wealth 

LEADERSHIP IMPACT PODCAST

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Acknowledgements:
Our work is mosaic art. We read, study, and practice many philosophies, methodologies, and modalities of human performance, to ensure that our approach best serves our clients. We would like to acknowledge all of the thought leaders and organizations, whose ground-breaking work has influenced the TGN Consulting approach – especially Fernando Flores, Jim Selman, Michael C. Jensen, Julio Olalla, Pluralistic Networks, The Newfield Network, and the Strozzi Institute.

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