Below the Noise
About This Show
Insightful discussions and practical guidance to help you learn how to create a great place to work brought to you by refound.com. As hard as you try to be a good boss, there are still two cultures in your business. There's the way you dream it could be, and the way you know it still is far too often. How do you create one culture? A place that helps each person on your team get where they want to go? That's what refound.com is all about.
Most Recent Episode
The Boundary: Part Four Of The Accountability Dial #040
May 20 16
Boundaries Aren’t Comfortable, But They Are Necessary
This is part 4 in a 5-part series on the Accountability Dial: A tool we created to improve your company culture one conversation at a time. Today we discuss The Boundary: what you use when The Conversation isn’t working. What’s the right way to assert your authority when trying to help someone on your team grow, when what you’ve tried so far hasn’t worked?
Check out our free video series to learn how to become an accountability expert. You can find the first video here.
What is the Accountability Dial?
The Accountability Dial is a slow and steady method for naming what you see within the culture or the team and doing something about it. It allows for early intervention and helping the employee see the mistakes they’re making in order to give them the power to correct them, and we turn up the dial and move to more drastic measures as negative actions and outcomes continue.
It’s about pattern recognition and avoiding “Spontaneous Management Combustion” – not intervening soon enough and letting problems slide and frustrations build, leading to managers lashing out at employees.
Step 1: The Mention (discussed in episode 37)
It’s literally just seeing something that’s happening with a person on your team, and simply uttering the words that you notice it. It’s small, short and casual.
Step 2: The Invitation (discussed in episode 38)
The Mention didn’t accomplish anything, so now you turn the heat up a notch. You caringly bring up the concern again with the intent that you’re doing so to help them and to remind them of the importance of your initial observation.
Step 3: The Conversation (discussed in episode 39)
The Conversation is the next gradual step in the process. It’s about how the employee is showing up to work, and the negative patterns of behavior which are adversely affecting their performance, relationships with coworkers and with you as their boss.
Step 4: The Boundary
You’ve noticed an employee issue and followed the steps. The Mention didn’t work, the Invitation wasn’t received, and the Conversation didn’t lead to where you wanted. As a good authority, your employee is telling y