Accountable for Authority over Organization Development Mike Cardus

Consulting on organization development often requires me to develop processes and tools to support people to understand better what they are accountable for, what authority is needed to complete what they are accountable for and how others can hurt and help in completing the work.

I developed this chart and process for an organization, and we found it helpful, and I hope you also do.

Accountable for, Authority needed, Others can help, Others can hurt

 Accountability:  A situation where an individual can be called to account for their actions by another individual or body authorized both to do so and to give recognition to the individual for those actions

Authority: Legitimated power – that is to say, power vested in a person by virtue of role to expend resources – material, technical and human

Help: Support from others to achieve goals and what you are held in account to complete

Hurt: Opposition from others to achieve goals and what you are held in account to complete

TO DO
  1. List the areas of work you are accountable for.
  2. Write what authority you need to accomplish the work you are accountable for
  3. Write how others on the team can help you accomplish what you are accountable for
  4. Write how others on the team can hurt you in accomplishing what you are accountable for

 

Accountable for Authority needed Others help Others hurt
1.
2.
3.
4.
5.

 

example

Accountable for Authority needed Others help Others hurt
Maintaining client satisfaction at 85%

 

a. Control over the learning & development content

b. Access to clients to discuss objectives, content & results

c. Control of the workshop days

d. Development of evaluation questions

 

a. Sending out meeting agendas on time

b. Updating me to feedback from class & others

c. Taking my prof advice when room-setup & speaker times

d. Day of support in room setup, material H/O, logistics

e. Program committee discussions to keep the focus on LARGER objectives

a. Sending agenda late or last minute

b. Slow response time to participant requests

c. Room spaces that are too small or too hot/cold

d. Engaging in disparaging convo with participants

e. Not being engaged in the learning days (staff on computers, taking phone calls)

 

Try it out and let me know how it supports your organization and team.