Personal Accountability Training is an upcoming concept in India and relatively new within the organizational Training and Development community, this article on personal accountability will clarify the purpose, characteristics and application.
It is important to note that Personal Accountability-Based training is not intended to replace traditional skill-building, which is used for the enhancement of skills to improve one’s effectiveness on the job. The later has its own importance and need. In fact, participants do develop skills during this implementation approach. There are two purposes that are interconnected for the use of Personal Accountability-Based consulting and training. First, is the application at an individual level.
Employees see organizational change as a negative experience that one has to avoid or survive. Reality is that the organizational change is an opportunity for self-growth and personal transformation in areas of our life that employees may have ignored in the past.
At an individual level, Personal Accountability-Based training is designed to assist an individual in making the transformation that’s necessary to respond to societal and organizational challenges.
Organizations today are also struggling to bring changes that shift its paradigm of operation. This usually implies a culture change with a new and higher level of functioning. Yet while many organizations implement Total Quality and Continuous Improvement efforts, these remain as separate programs, rather than emerging as culture change.
Personal Accountability-Based training deals with dysfunctional operational areas and the environmental conditions that contribute to those areas. Typically, this approach is best used with Total Quality Implementation, implementation of self-directed teams, and redefining the role and functioning of leadership.
Personal accountability training has following features which distinguishes it from skill-building:
1. Quantitative: Personal Accountability training results to accomplish business outcomes which are measurable by quantitative performance results and by environmental/cultural changes that back these results.
2. Focuses on Systems rather than processes: A system for achieving the desired performance results and culture change is first developed. Then, the skills required to implement the system are recognized and combined together. This ensures that the strategies and techniques are practical.
3. Real-Life/Real-Time Implementation: Rather than class room training technique, all learning is executed through real-life problems, systems and functions of their normal work routine. This way, they will be ensured of the practicality and as well as ensuring a high return on investment.
4. Social involvement: Other people in the system provide two important functions: Accountability and Support. This could be either a manager or a teammate. This is a critical part of Personal Accountability training since the focus is on recovery, not perfection.
5. Its measurable: Another part of the system is the ongoing measurement of improvement from personal accountability training; it is a function of the continuous improvement and learning that is at the basis of this approach.
If you would like to learn more about how accountable you are or your organization is, I invite you to visit http:www.vitalsmartsindia.com or call us at 1800-102-1345(toll Free).