City of Lubbock’s Post

“Having an accountable team is required if you want to create a learning organization, one that constantly improves and grows” (Rosenberg). In his essay on the goal of accountability Dave Rosenberg delves into the importance of developing a culture of accountability within a company to foster growth, learning, and constant improvement. He highlights a key benefit of more easily identifying bottlenecks in employee performance and productivity. Thus allowing leaders to better engage with employees develop a more comprehensive plan of action for individual growth.    https://lnkd.in/gKkVRrcf    

Excited to kick off 2024 with the next class in my Masters of HR and Organizational Development program at the University of Louisville! This class focuses on program and organizational evaluation. My entry for this week's thought journal: "Formative evaluations focus on determining which aspects of the design work well or not, and why. Summative evaluations describe how well a design performs." "When the cook tastes the soup, that's formative; when the guests taste the soup, that's summative" (I love a good metaphor)

The top 5 reasons to invest in professional development and training: 1. Enhanced engagement, retention of talent. (Employees enjoy what they do and want to continue doing it.) 2. Increase in customer service impact to stakeholders (Service focused staff and leaders, create raving fans in their customers and stakeholders) 3. Stakeholders feel good about relationships and how they serve others. (Trusting and supportive culture, confident of capabilities, connected to the community) 4. Capable to adapt to change (Just in time learning intervention, establishes growth and learning culture) 5. Staff see themselves as critical to purpose (There is a direct connection to individual roles and organizational purpose and this is recognized by all staff)

As a CEO, I've often been wrong! Admitting when I'm wrong is crucial for fostering a culture of trust and continuous improvement within our organization. About 4 years ago, our management team initiated a practice in our monthly meetings where we collect anonymous questions and address them. Initially, some questions bothered me, but I soon realized that this was a golden opportunity to understand our team's concerns and address them as part of our responsibilities. Here is step by step guide : >> before your all hands meeting ask hr to send annomonous form >> Review these questions and seek clarity from other senior members to understand the underlying concerns. >> answer these questions, embracing the discomfort they might bring, as it leads to growth and improvement >> if any issues you need to solve , bring them on actionable items or add them on issues list

Above all else, engagement is what I strive for. Here are the 5 principles that guide me.

“Train people well enough so they can leave your company. Treat them well enough so they don't want to.” — Richard Branson Here's how: - Comprehensive Training: Invest in thorough training programs. - Clear Career Paths: Provide advancement opportunities and mentorship. - Inclusive Culture: Create a supportive and inclusive workplace. - Competitive Compensation: Offer competitive pay and benefits. - Recognition: Regularly appreciate and recognize employees' contributions. These steps ensure employees are prepared for their careers and motivated to never leave it.

Are you ready to help your employees grow and reach their full potential? Here are 7 easy steps to create an employee development plan that will boost their skills and productivity! 1. Begin by conducting a skills gap analysis. 2. Identify employees who have potential for career and leadership growth. 3. Make sure that the goals of the employee and company align. 4. Help employees grow by providing them with learning opportunities. 5. Utilize employee development plan templates to assist you in the process. 6. Tailor the learning opportunity to the training that is needed. 7. Keep track of the results and use the information to make informed decisions. 🙂

Employee recognition is not a “nice-to-have” in healthcare. It is essential. The human connection matters, and not just to clients. Deep appreciation coupled with genuine, caring leadership can help retain the workforce we so desperately need. In this recent Longwoods Publishing piece, our VP of Human Resources and Organizational Development Kelley Myers shares the story behind VHA's staff recognition programs and why they continue to be more important than ever: https://lnkd.in/gxthBGwU

Which of these three practices do you think would most likely enable accountability in your workplace? Let us know why! You can learn more about accountability here: https://lnkd.in/eDBc2Dt2 1. Rewarding good work. A systems to encourage positive accountability practices and reinforce a culture of accountability. 2.Communicating Objectives. Cascading, or hierarchical objectives, gives everyone a high-level view of the impact on the broader organization their work has and how it’s interlinked with others. 3.Role Clarity. With role clarity and buy-in from employees, everyone is empowered to look beyond what’s in front of them and see what else they can do to support others and broader team objectives.