Are you dealing with an Executive Leader who prioritizes intentions over discipline for senior managers?
Struggling to support a leader who shields managers from accountability?
As HR, are you feeling demoralized by the lack of consequences for clear violations?
Join the conversation and find solutions. #LeadershipDilemma #HRStruggles #AccountabilityIssues
I’m in the same boat soooo I am following this. No advice but absolutely can relate.
That depends on the nature of the issue. What kind of things are going unaddressed? Because there’s a big difference between minor internal policy violations and something like sexual harassment. Your angle of approach will vary depending on what we’re dealing with
Secondarily, you’re right that your job is to advise. So act accordingly. You shouldn’t attach too much emotion or validation to people following your advice. If you do, you won’t survive in HR because you will always have some version of this to deal with. Lead your horse to water. If they complain later that they’re suffering from dehydration, you did your part.
Intentions are part of the equation, I think.
Good or neutral intentions badly carried out – you can coach to the execution for a while.
Bad intentions executed – very different situation.
Intentions matter. Outcomes matter. There are hard line areas and not. Accountability isn’t necessarily the goal of managing folks (performance is) and won’t necessarily improve outcomes, but also what is accountability? Is it punitive? Is it having the conversation and coaching but understanding their intentions and good qualities? I mean, of course in hardline situations that are legal or ethical areas, there should be accountability. But besides that, management isn’t about holding people accountable for the sake of it and certainly not in punitive ways.
To be honest, intent is a post even in hardline areas though, even in legality. Now, that doesn’t mean “he just wants to be friendly” is an excuse for sexual harassment, but that’s more because that’s nonsense. There are times when intent factors in even to legal liability and addressing issues like accommodations/leave incorrectly.