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Leading Financial Sales Teams with Low Control & High Accountability

Updated: Aug 29, 2022

By Executive Scheduling Associates CEO Mitch Santala

What we understand about the scales on our bathroom floors is that they’re going to give us the results - good or bad. It’s an objective mechanism for health accountability. I’ve heard it said before that laws without consequences are merely advice. In the same manner, we might also say that goals without accountability are merely wishes. Until we add some scale of responsibility to our dreams and goals, the chances of achieving them are unlikely.

Infographic of How To Build Trust & Keep It

Executive Scheduling Associates clients have some big goals.

We have learned that without a means of measuring progress, we’ll be no help to them in achieving success.

From that awareness, we can define a culture of low control and high accountability. Some companies may adopt the opposite approach, which can work. However, we believe the more control a leader has, the less accountability they will establish in that work environment.

We’ve discovered that designing a culture of high accountability and low control begins with talking to our clients. Painting the picture of our mutual success starts with them defining their goals clearly to their team. The clearer the projected outcomes are, the less you have to control the path to get there.

Once our client defines success clearly, we’ve learned a helpful next step is to determine who their success partners are. Most of us need help in reaching our goals. We can’t do it alone. Ask yourself, “Who are those strategic people essential to my path to success?” We’ve found being able to list those names and communicate a clear plan to accomplish objectives is key.

Next, you can begin to have conversations about roles and responsibilities. Who is carrying what task and how much responsibility do they have? If goals aren’t being met or tasks are falling below target, we can come back to the table with our team and see clearly what’s going on. It’s an accountability talk. It’s not personal.

After you’ve defined clear success goals, identified key partners, and set up conversations for accountability, we’ve found the next best step is simply getting out of the way!

Let your team find their best path to crossing that success finish line.

If you would enjoy listening to this entire conversation, click here.


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