By Gerald Kraines
Responsibility management is greater than a conceptual treatment....It is a realistic technique, with nice instruments, to spot and strengthen awesome leaders and to create an organizational constitution and tactics that advertise responsibility and function. It demystifies the proposal of management with a suite of ideas which are transparent and simple to enforce.
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This means understanding what development entails, creating a talent-pooldevelopment system, and holding each manager accountable for effectively developing her own employees—both in role and in careers. An employee cannot readily plan to develop to his full potential, nor can you help him to do so, unless you have a good idea of what that potential is. 5 This point is quite important, because position levels in organizations are closely related to the complexity of the tasks and the kind of judgment involved in the work of those positions.
Then those considerations must be prioritized: Which is most important? Second most important? Third? Ideally, these should then each be assigned relative weights and upper and lower limits (which I’ll discuss in Chapter 5). The decision-making framework guides subordinates when they must make tradeoffs between them, involving key dimensions of the mission: revenue, costs, profits, quality, quantity, timeliness, customer satisfaction, or an objective such as winning a new market. The framework supports their making judgments in relation to each other and helps them to deal with a manageable level of complexity.
Most of this knowledge has been developed, tested, and Leveraging Potential 47 applied by a brilliant social scientist, Elliott Jaques. He helped to differentiate among the core elements of human capability, which together determine whether someone is likely to be effective in any particular role. In particular, he was able to directly measure an individual’s type of mental process, which determines his or her current potential. As you will see later, this research supports an accurate and easy-toadminister approach to the assessment of employee potential and mapping of an organization’s pipelines of future potential.
Accountability Leadership by Gerald Kraines
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