Happy Father's Day!
You gave me roots; you gave me wings. Thank you, Dad, for everything in between.
Hello Superstar, how are you faring today? Congratulations to all the father’s in my community. It is such a joy and an honor to celebrate you.
You are seen.
You are loved.
Your strength and foundation which keeps the family unit closely knit is required in the 21st century to raise godly seeds.
We love and honor you today.
Congratulations.
Did you get to write in your journals answers to the questions asked on your leadership style? Do revisit if you have not. It is important that you grow awareness in this arena.
My focus this week will be on Career Professionals, Entrepreneurs or Intrapreneurs.
A question was asked: What does accountability mean in the workplace? These three pillars were the major definers of Accountability in this context.
1. Clear Expectations: Set measurable goals with a due date to achieve it and when guidance is infused with a little coaching, immediate benefits and results are guaranteed. In summary, define the specifics of the goal and how to get there.
2. Consistent Follow-Through: Sales professionals can directly benefit from this strategy so frequent, data-driven check-ins are invaluable. Quick weekly meetings and extended quarterly reviews can be integrated where trends for extended periods are reviewed. Metrics help maintain a shared reality on real life scenarios.
3. Ownership: If no one is held responsible for a task, it does not get done. Leaders must provide the environment that helps their team to be more successful and when they struggle, the leader gets his hands dirty to help resolve the bottlenecks. They clearly understand the weaknesses of their team members and understand what must be done to produce results.
Credit to Staffing Industry.
My offer is still open with a few more slots to be filled before we close the doors. Sign up for the next cohort of A.Y.G.A.H starting in H2/Q3 2025. It is a hub for professionals who are ready to get their skin in the game and execute on their goals.
It is Midyear and H2 2025 is almost here. Stretch yourself this season. Click here to register for the next Cohort. I have a 10% discount for my substack community. Send me a mail titled 10% discount on A.Y.G.A.H here.
Read a testimonial from a member of the previous cohort:
The community has been quite engaging and I have learnt a lot. I recommend her service.
Eniola Oyegunle Author: A Champion Speaks.
Write back to me if you found this article helpful.
T.P.F.W Segment:
The passage for the week is Proverbs 27:17 (New International Version)
“As iron sharpens iron, so one person sharpens another”.
A.T.W Segment:
Around the world this week, a WSJ article suggests timing is everything when discussing performance with employees so bosses should give feedback in the morning. These were the research backed reasons they gave:
Quality over quantity: Long-winded feedback sessions can be just as counterproductive as poorly timed ones, depending on the employee and the goal. the quality of feedback matters more than its duration.
Do it early: Humans operate on circadian rhythms, which influence our alertness, mood, health and other factors and decision fatigue suggests that as the day wears on, our ability to process and respond to complex information deteriorates.
Aim for midweek: Many employees experience anticipatory anxiety known as the “Sunday Scaries,” or feelings of dread as the weekend concludes and the workweek looms. This makes midweek feedback sessions—Tuesday, Wednesday, Thursday—most effective.
More is more: Research reveals that employees who receive meaningful feedback at least once a week are more engaged and weekly feedback is associated with better performance and higher job satisfaction.
Avoid an ambush: Feedback is most effective when it is given soon after the event is being discussed—but not during moments of extreme stress or distractio. The structure of the feedback is just as important which must include a clear entry point.
Credit to WSJ.
Call to Action:
Catch up with the previous article here if you missed it.
Signup for the next cohort of A.Y.G.A.H here
Document the three ways as seen above accountability is measured in the workplace and adapt them to your Leadership Style.
Write back to me if you don’t mind and share how the Accountability Series has changed your perspective on leadership and advanced your awareness on your unique style.
Be Phenomenal!!!!