Team Accountability – Workshop 1 (Introduction to DTW)
The Appleton Greene Corporate Training Program (CTP) for Team Accountability is provided by Mr. Teschner MBA BA Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.
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Learning Provider Profile
Mr. Teschner is a transformational Leadership Coach and Trainer and Founder & CEO of VMax Group. VMax Group is a St Louis-based Leadership Development company specializing in teaching accountable leadership and high-performing teamwork to businesses across the globe. VMax Group has centered much of its signature training around the proper practice of Accountability. Real Accountability—positive, forward-focused Accountability centered around the process of taking Absolute Ownership for the outcomes the team achieves—is something Mr. Teschner and his team lived during their collective time as member of high-performance military teams. Now they’ve made it their mission to teach what they know to those who need to learn it.
A decorated graduate of the U.S. Air Force Academy, Air University, and the National War College, Mr. Teschner is also both a Distinguished Graduate and former F-15 Instructor at the USAF Weapons School – the Air Force version of “TOP GUN”. It was there that he honed his craft of teaching accountable leadership to the top practitioners in the world. Additionally, Mr. Teschner was privileged to command an operational F-22 “Raptor” squadron, flying America’s most advanced air supremacy platform. Mr. Teschner was ultimately honored to be promoted to the rank of full Colonel but retired early as a result of a battle with colon-rectal cancer. Mr. Teschner has over 20 years of hands-on leadership experience in High-Performance, High-Reliability Organizations and brings all of that experience with him wherever he speaks, teaches or coaches.
Mr. Teschner has a special way of connecting with his audiences, blending high-impact stories of fighter aviation and personal humility to achieve the intended outcome. In addition, his story of his personal fight with cancer serves as the launch pad for talks about humility, growth, motivation, and constant improvement. Mr. Teschner is the author of the #1 bestselling book, Debrief to Win: How High-Performing Leaders Practice Accountable Leadership, and released his newest bestselling book Aiming Higher: A Journey Through Military Aviation Leadership, a book co-authored with 4 other former Air Force pilots, in May of 2022. His next book, Building Resilience, is due out in the Spring of 2023.
MOST Analysis
Mission Statement
This is the Vistage workshop – our current core product – delivered over the course of 6 hours. Outcome: understanding of where we’re going. Tools: VMG Pre-workshop assessment. Desired Learning Objectives: We understand what Accountability truly is and how it’s practiced. We know the definition of both a Team, and a High-Performance Team. We understand the basic outline of the “F-4 Debrief” methodology. We understand the High-Performance Team Lifecycle. We understand Mission Command and Commander’s Intent.
Objectives
01. Understanding Accountability: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
02. Accountability Roadmap: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
03. Pre-Assessment: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
04. Debriefs Explained: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
05. Mission Command: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
06. Commander’s Intent.: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
07. Building Teams: departmental SWOT analysis; strategy research & development. 1 Month
08. High-Performance Teams: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
09. Common Barriers: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
10. Creating Culture: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
11. Accountable Leaders: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
12. Team Dynamic: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
Strategies
01. Understanding Accountability: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
02. Accountability Roadmap: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
03. Pre-Assessment: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
04. Debriefs Explained: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
05. Mission Command: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
06. Commander’s Intent.: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
07. Building Teams: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
08. High-Performance Teams: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
09. Common Barriers: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
10. Creating Culture: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
11. Accountable Leaders: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
12. Team Dynamic: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
Tasks
01. Create a task on your calendar, to be completed within the next month, to analyze Understanding Accountability.
02. Create a task on your calendar, to be completed within the next month, to analyze Accountability Roadmap.
03. Create a task on your calendar, to be completed within the next month, to analyze Pre-Assessment.
04. Create a task on your calendar, to be completed within the next month, to analyze Debriefs Explained.
05. Create a task on your calendar, to be completed within the next month, to analyze Mission Command.
06. Create a task on your calendar, to be completed within the next month, to analyze Commander’s Intent.
07. Create a task on your calendar, to be completed within the next month, to analyze Building Teams.
08. Create a task on your calendar, to be completed within the next month, to analyze High-Performance Teams.
09. Create a task on your calendar, to be completed within the next month, to analyze Common Barriers.
10. Create a task on your calendar, to be completed within the next month, to analyze Creating Culture.
11. Create a task on your calendar, to be completed within the next month, to analyze Accountable Leaders.
12. Create a task on your calendar, to be completed within the next month, to analyze Team Dynamic.
Introduction
How to integrate accountability into your company culture
Lack of accountability makes it impossible to build a high-performing team.
Why?
Simply said, things don’t get done when no one takes responsibility for making decisions, handling problems, and fixing them.
When someone accepts accountability, they do so for their own decisions. It involves taking the initiative and realising that people have the ability to both cause and solve problems. We’ll get into what accountability looks like at work, why it’s critical, and how to incorporate it into your culture in this article.
• What exactly does accountability mean at work?
• What occurs at work when there is a lack of accountability?
• How do you demonstrate responsibility at work?
• Making responsibility a cornerstone of your culture in 7 simple steps
• Bonus section: Accountability for coworkers
What exactly does accountability mean at work?
Every employee must take responsibility for their actions, behaviours, output, and decisions in the workplace. Additionally, it’s associated with better levels of devotion to work and employee morale, both of which boost performance.
It’s understanding that the outcomes of your job affect other team members and overall corporate performance.
When employees are held accountable, they accept responsibility for the outcomes and do not think it is the responsibility of someone else.
In essence, it’s the antithesis of passing responsibility.
The person who is specifically accountable
The directly responsible individual (DRI), a term coined by Apple, is the ideal illustration of accountability in the workplace. Every task at Apple, no matter how little, is given to a person who is personally in charge of it.
DRIs are responsible for the accomplishment or failure of the projects they are given. By clearly defining who is responsible, there is less potential for shifting blame and greater transparency regarding decision-making.
In the end, trust is built when team members continuously show ownership and accountability.
Performance improves and micromanagement decreases as a result.
What occurs at work when there is a lack of accountability?
Simply put: The team suffers from a lack of accountability.
When no one takes responsibility, the delay of one individual affects the entire team. A little shortage quickly grows into a larger one.
When unfinished work, missing deadlines, and poor punctuality are accepted, they often start to become the standard. People are taught that the actual deadline is a week after the one that was publicised, that it’s normal to constantly be 10 minutes late for meetings, and that producing subpar work is acceptable. Your team suffers, and eventually, so does the culture of your organisation.
The team as a whole becomes frustrated and disengaged when one of its members consistently breaks promises and isn’t held accountable.
Partners In Leadership claims that a lack of accountability at work results in:
• low team spirit
• Team members’ priorities are unclear.
• reduced level of employee involvement
• Unmet team and personal objectives
• Low trust levels
• a lot of change
How do you demonstrate responsibility at work?
It is obvious that a lack of responsibility has a hefty cost. So how do you avoid it or fix the problem? You need to go inward before you even consider how to include accountabili