Elevate Your Team Through Accountability

An accountable team environment is where every member, regardless of level or function, can count on each other for a “can do” attitude, trusted behaviors, mutual support, and dedication to agreed-upon desired outcomes.

Since 1985, IMPAQ has been dedicated to building personal, team, and organizational accountability as a positive, safe, and supportive culture. Over 50,000 people from five continents worldwide and hundreds of millions of dollars in direct return on investment also contributed to improved cultural scores in trust, engagement, and satisfaction.

Assess Your Accountability: 

Can Accountability Be Created Virtually?

Accountability can be created within virtual teams or as individuals across your organization. And, the surprising discovery? It works even better virtually than in-person due to our ability to optimize technology during implementation.

How Do You Increase Accountability in Your Organization?

You can enhance personal, team, and cross-functional accountability at any level using any one of these different training services.

B STATE Accountability Programs for Team Players

A one-day, highly interactive workshop for executives and middle managers.

  • Highlight the difference between a Stuck and Growth mindset
  • Accountable communication, dialogue, and discussion
  • The role of leaders in building organizational accountability
  • Accountable two-way delegation and agreements
  • Holding Others Accountable in a positive and supportive manner
  • Building cross-functional accountability
  • Developing an individual Leadership Picture of Success

This one-day session provides leaders a simple process for coaching their direct reports towards B STATE (breakthrough state) expectations including:

  • A simple and comprehensive diagnostic assessment
  • Strategy for leveraging the coaching conversation
  • Communication skills to inspire employees

A one-day, highly interactive workshop for all employees to create a secret language of accountability throughout a department or an entire organization.

  • Highlight the difference between a Stuck and Growth mindset
  • Accountable communication, dialogue, and discussion
  • Engaging in the improvement and future of the organization
  • Accountable two-way delegation and agreements
  • Holding Others Accountable in a Positive and Supportive Manner
  • Building cross-functional accountability
  • Developing a personal Picture of Success

A Self-Learning, e-Learning System for building teams at every level to improve teamwork, customer experience, and efficiency.

  • 7 lessons using 45-minute meetings once per month
  • Assess current level of team effectiveness
  • Highlight the difference between a Stuck and Growth mindset
  • Improve trust, support, and communication within our team
  • Goals and actions to improve internal and external customer satisfaction
  • Assess effectiveness with internal and external customers
  • Generate ideas and commit to improve operational effectiveness and efficiency
  • Develop a Report of Improvement identifying improved customer experience, efficiency and teamwork

How Do We Consistently Deliver Measurable, Predictable, Purpose-Driven Results?

35
Years

30,000
team players

Results in

Team Habits Improve 60-80%
Relationships: 15% - 35%

Team Outcomes Improve
• Projects complete 25% faster
• Revenue and margins increase
• A culture of “team accountability” for results and new behaviors are established

What Makes Our Team System Work Better than Any Other?

  1. It’s business outcome-driven rather than process or skill-driven.
  2. It aligns the team on its optimal future state execution, so there’s no need to rehash past issues.
  3. It anchors new high-performance team habits that hold up over time and under pressure.
  4. It builds a safe and accountable environment for open dialogue to challenge the status quo without blaming or shaming.
  5. It installs an ongoing follow-up system for accountability, agility, and measurement.

A Simple 4-Step Process

Each step of the process uses an outcome-driven approach to minimize wasted time and maximize deliverables and results.

  • We focus on external drivers, challenges, and constraints to ensure we keep the implementation targeted and practical.
  • Develop a Future Picture of Success
  • Create 10 to 15 new Team Habits of Collective Execution to optimize operational excellence – the missing link to breakthrough results
  • Align on shared team priorities and project plans to create breakthrough results
  • Identify proactive recovery to surface and resolve breakdowns quickly
  • Baseline measures that are tracked in outcome-driven (B STATE) meetings
  • We reinforce the newly established team mindset and behavior changes to get things moving quickly without extra meetings that waste time.
  • 4-6 months after the initial session we meet with the team to measure and adjust. The team can then replicate the process every six months to make critical adjustments to sustain success in an ever-changing marketplace.

FREQUENTLY ASKED QUESTIONS

Yes, and it saves time and money in most cases. We break the two-day session into 2-3 hour segments using video conferencing and cloud- based templates.

It works surprisingly well all over the world. We have implemented in Europe, the Middle East, China, Japan, South America, Australia, and mixed groups from four continents.

It integrates well with Agile. A key element of Agile how it becomes a team-driven process working with people playing different roles. The Team Accountability System immediately sets up the shared ownership and accountability for the teamwork required for success.

We have had teams use the system for 5-15 years with minimal support, even with the introduction of new team members.

That is where the system shines. There is a simple process for integrating new team members and including their experiences and hopes in what the team has built. Even new leaders, with new expectations and direction, have found it a benefit and use it to move forward.

Yes. 1) If the team never utilizes their meetings to follow-up on their commitments from the session, or 2) the leader reverts to command and control rather than following the team system.

Teams have used the system to pivot their business models three times within three years. It provides them the ability to adjust rapidly to new business challenges and opportunities.

Top Team Program Comparisons

B STATE Methodologies Implement Today's “Thought-Leading” Best Practices… and More

IMPAQ’s 2-day Breakthrough Team System implements the outcomes from three of the leading best practices and more to ensure you the highest possible value. 

Kotter’s Leading Change Steps

1. Create a Sense of Urgency
 
2. Build a Guiding Coalition
 
3. Form a Strategic Vision
 
4. Enlist a Volunteer Army
 
5. Enable Action by Removing Barriers
 
6. Generate Short-Term Wins
 
7. Sustain Acceleration
 
8. Institute Change

Based on John Kotter’s 8-Step Process for Leading Change

Accountability in Teams (Lencioni)

5. Take Initiative to Achieve Results

4. Take Responsibility for Mistakes

3. Focus on Achieving Collective Results

2. Face Difficult Issues

1. Trust Team Members

Based on Patrick Lencioni “Overcoming the five dysfunctions of a team” A field guide for leaders, managers and facilitators, 2005, page 61

Good to Great Leadership (Collins)
Level 4 and Level 5

Level 5: Builds enduring greatness through a paradoxical blend of humility and professional will

Level 4: Catalyzes commit to and vigorous pursuit of of a clear and compelling vision, stimulating high performance standards

Level 3: Organizes people and resources toward the effective and efficient pursuit of predetermined objectives

Level 2: Contributes individual capabilities to the achievement of group objectives and works effectively with others

Level 1: Makes productive contribution through knowledge, talent, skills and good work habits

From Good to Great by Jim Collins