What if you didn’t have to “hold people’s feet to the fire” to have extraordinary things happen? Season Two of the Leadership Impact podcast will introduce a whole new model of accountability. Get a taste in this short teaser! In this special Season Two “teaser” episode, Kari and Paul

 “Leadership, at its core, is about achieving futures that weren’t going to happen anyway. This requires new actions, bold actions, coordinated actions…and underneath all of this is a healthy relationship with accountability.”  – Kari Granger Accountability — it’s what separates good employees, leaders and organizations from great ones…but just

 “The payoff of simply checking things off our list, is feeling productive; the cost, is not feeling truly fulfilled or achieving the future we committed to.” – Kari Granger When all stakeholders thrive, profits rise. And, in order for stakeholders to thrive, accountability is critical. However, what many people

 “When each component’s working and working together, we have a condition that provides us with the optimal opportunity to perform.” – Kari Granger Most of the time, we think of accountability as what happens “after-the-fact” — once something has gone wrong and it’s time to ferret out the responsible

 “Completion creates freedom, and accountability is all about creating a state of completion.” – Kari Granger Life is full of incompletions — open loops of unanswered emails; vague coffee invitations; big projects we need to ‘get to’; kids’ recitals; the nagging awareness that we really should be should be

 “Our mess ups are an opportunity to connect with and address the fundamental cares of the people we’re connected with. And, if that’s not foundational to leadership in our lives, I don’t know what is.” – Kari Granger Whether it’s in business, our personal relationships, or life in general,

 “Our common sense way of dealing with others’ expectations of us is based on fairness, yet it often leaves us kicked out of roles and feeling dejected, powerless, confused, resentful, righteous, or defensive. It isn’t workable.” -Kari Granger Others have expectations of us. Sometimes they are explicit and agreed

 “In an effort to survive the constant inbound and to deal with unreliable others, we fall into a default escape strategy — an automatic mood, assessment, and pattern of behavior — that likely won’t get us to the future we want to create.” – Kari Granger What is your

 “The information must show up for you in a way that has you take the action when you need to take the action.” – Kari Granger How often do you count on your memory to record the tasks and activities you intend to do? Our short term memory only

 “When you manage another person’s commitments for them, you rob them of the opportunity to manage their own.” – Kari Granger Sure, we’re happy to engage in partner-based leadership when things are going well…but as soon as something goes wrong we slip right into managing the issue “back into

 “Stop holding people accountable and inspire accountability.” – Kari Granger What if there were a way to have your team’s performance improve without “holding them accountable” or “holding their feet to the fire” or “enforcing standards”? There is a more effective and less painful way to generate results. Join

 “With a request, you can decline freely. With a requirement, you can decline, but there will be a significant cost.” – Kari Granger Fundamentally, humans are not awesome at distinguishing between requests and requirements. That point of miscommunication easily erodes trust in relationships and undermines a team’s focus on

 “People hear curiosity differently. It’s biological.” -Paul Adams How do we create a breakthrough with anyone, anytime, anywhere? How do we have tough conversations? How do we get out of tough situations that are intractable? It all starts with one key — and with it, we suddenly start to

 “’Why’ questions get us to the outcome or purpose. ‘What’ questions get us to the action.” – Kari Granger Curiosity levels up any professional’s ability to address problems without causing others to become defensive. And, it turns out what we get curious about makes a difference! Different questions trigger

 “If I think loyalty is only to a person, then it’s always going to show up as a conflict for me.” – Kari Granger Like curiosity, loyalty is another key to accountability. This may seem counterintuitive — afterall, isn’t our loyalty to others what makes holding them to account

 “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

 “Think about performance reviews as an opportunity to have a strategic conversation, to align a colleague’s performance with the ultimate contribution that they’re hired to make in the organization.” – Kari Granger For many, performance reviews are nothing more than an end of year obligation that devolves into uncomfortable

 “The whole season is flipping the script from, ‘accountability is explaining a lack of performance,’ to ‘accountability is ensuring success, it creates the condition for performance.’” – Kari Ganger This season flipped the script on traditional thinking, causing a fundamental shift in the way we relate to accountability. In