Forbes Magazine published an article on Accountability titled, “7 Ways to Build Accountable Organisations”. Within the article, the author posses the question: Where do you need to invest your time and attention to build an environment of accountability?
This is a question many organisations ask themselves and consistently struggle to find the answer. A significant reason so many organisations are struggling with accountability is because their primary focus is on process. They do not consider job fit.
The Forbes’ article on accountability effectively covers the core procedural elements necessary to be able to monitor and report on accountability. These are: clearly defined job roles, mutually agreed upon tasks, positive incentives and consistent reviews. However, the article like many other papers on accountability overlooks the significance of job fit.
Job fit is about understanding whether or not the job tasks assigned to employees fit their natural behavioural tendencies. It is important to creating an environment of accountability. No matter how well defined the processes, people will often avoid the tasks they don’t like to do. As a result job fit is important to creating a culture of accountability.
The Harrison Assessment provides an excellent example of how a personality trait assessment can be used to measure job fit and foster an environment of accountability. Founded in 1990, has a key premise that if someone doesn’t like to do a task they likely will avoid doing the task even if it is a part of their daily responsibilities.
Real life scenario
The graphs above provide an example of why a VP of Business Development for a large healthcare company was struggling to perform a key task. As the two graphs show, the VP of Business Development was assigned job tasks that require organisation and precision. However he disliked such tasks and consequently tended to avoid them even though he was capable of doing them.
The assigned task that was at the heart of the issue was developing, maintaining, and reporting on the leads for the entire organisation. This task was a critical task assigned to this individual. Every week, the sales reports were reviewed by the executive team and consistently denounced for their lack of details and incomplete records.
This challenge was ongoing for over a year. It was finally resolved when the executive team and VP of Business Development recognised the lack of suitability. They re-assigned the data management and weekly reporting to another member of their team. Almost instantly, the issue was resolved. The task was assigned to someone who was a better fit for tasks that require a high level of organisation and precision.
By utilising personality trait assessments, organisations are able to optimise task assignments among team members. This will help foster and sustain a culture of accountability because the right people are assigned the right tasks. Process alone cannot create a culture of accountability if people are assigned tasks they tend to avoid.
To learn more about how the Harrison Assessment can be used to optimise job fit ‘Click Here’ and download an example job suitability report. If you are serious about implementing accountability in your organisation simply contact the team at Business By Design for an obligation free meeting to discuss how we can assist.