Inspiring Accountability in the Workplace Quotes

“Employees are accountable for “the how,” and leaders are accountable for empowering employees to discover it themselves.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“Your goal as a leader should be to increase the experience of positive neurochemicals and decrease the experience of triggering negative ones.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“Your ability to initiate conversations instead of confrontations determines the engagement and accountability that follow.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“You’ve already learned an effective way to do what performance reviews have been failing to do for decades. Using the Results Model regularly will meet these exact objectives without the ineffectiveness of reviewing a year’s worth of work through a triggering experience that statistically (and neurochemically) decreases performance.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“You want company values not only noticed on the wall but noticed in the work.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“You can want your employees to be better or expect them to perform at a certain level, but if you don’t genuinely believe in their potential to achieve results, it’s likely they know it. It’s unfortunately very easy to subconsciously, subtly, or overtly communicate and create an employee’s personal possibility ceiling.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“You can imagine that it’s not likely for an employee to go above and beyond for a manager who doesn’t see much potential in them. Eventually, the employee gets exhausted trying to prove them wrong and lets the manager be right.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“ou can imagine that it’s not likely for an employee to go above and beyond for a manager who doesn’t see much potential in them. Eventually, the employee gets exhausted trying to prove them wrong and lets the manager be right.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“Worse, once triggered, the employee we want to do better actually has less ability to do so because the brain is under siege from those negative neurochemicals that reroute our impulses and zap resourcefulness. None of these responses get us closer to the results we need.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“Without values as clearly defined demonstrable actions, you’re likely asserting preferences, which are more effective at inspiring resentment than inspiring improvement.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“Without company values or leadership principles explicitly crafted and executed as clear accountability anchors, they remain to be seen as only ineffective invitations instead of Revisited expectations.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“With regular Revisiting, meeting expectations moves from a hopeful invitation to an inevitable expectation when the brain realizes the best option is to adapt.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“With Inspiring Accountability, we similarly skip over spending time and energy on what not to do and move directly to the effort we can and will do to more productively get the result.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“With Inspiring Accountability, effort is defined as the conscious and subconscious choice to apply an amount of capability through attention and action. Trying to hold someone accountable for not getting the result when they’ve put in 100% effort does not acknowledge effort contributed, discouraging the most important behavior you need from any employee. It also doesn’t acknowledge factors outside of the employee’s influence, creating resentment and disempowerment. This misguided approach is the ultimate engagement killer.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“While meanings make sense of a moment, beliefs are generalized to make sense of related moments forever, and they are applied to every future moment with a similar context.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“hile meanings make sense of a moment, beliefs are generalized to make sense of related moments forever, and they are applied to every future moment with a similar context.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“Whether or not you discover a more realistic meaning or fabricate your own, what matters is that changing the meaning of the behavior changes how you feel about it.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“Whether or not you discover a more realistic meaning or fabricate your own, what matters is that changing the meaning of the behavior changes how you feel about it. (210)
While meanings make sense of a moment, beliefs are generalized to make sense of related moments forever, and they are applied to every future moment with a similar context.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“When you practice Possibility Thinking, which is built into the upcoming Results Model, you’ll move quickly from “what’s in the way” to “what’s possible,” and you can retrain your brain to problem solve instead of panic. When you no longer need to rely on frustration or agitation to communicate the weight of a problem, you will inherently give permission and create safety for your employees to stop panicking and start problem-solving.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“When you do it for them, you take accountability from them. Let them be accountable for the origination so they will be more accountable for their contributions.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“When we feel we gave our best effort and still didn’t get the result, being held accountable for what seems like impossible circumstances disregards the positive effort we put in and leaves us discouraged, disengaged, and demotivated.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“When we feel confident and optimistic that we can figure it out, exploring solutions can actually be one of the best ways for employees to feel engaged, contributing, and competent.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“When we are confident we can meet expectations, more challenging expectations produce more reward and incentive.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“When people are in self-protection mode, the adrenaline-triggered state so commonly associated with traditional accountability, they will spend their energy defending themselves instead of discovering possibilities and rational solutions. They will fight to prove they are good enough, valued enough, and important enough. They will choose to protect their needs instead of making decisions that protect what’s best for your company and customers.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“When employees get what they need, your organization gets what it needs.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“When employees feel set up to succeed, they love working. Work becomes a major source of personal fulfillment and satisfaction. Generally, employees would prefer to engage in meaningful and proportionately challenging work rather than to sit at their desk and scroll on social media all day. Employees want to put their abilities to use when the impact is seen and celebrated. They want that bucket of berries they foraged for to be noticed and enjoyed by others. Otherwise, what is the purpose? They want to experience how good it feels to meet expectations and be seen as contributing, competent, and important. It’s how we’re wired.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“What you haven’t been addressing, you’ve been allowing. Having company values written on an office wall that you don’t actively Revisit doesn’t activate accountability. We can only productively hold people accountable for contributing to a specific result with a previously asked and agreed upon expectation paired with active Revisiting.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“What you don’t address, you approve.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“What once seemed like accountability-avoiding excuses become results-getting gold. Once you hear what your employee perceives as obstacles, you can help the employee clear them, avoid them, or proceed despite them.”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results

“What if the same human traits that are responsible for the lack of loyalty, engagement, and accountability in some employees are also an asset toward improving those factors to get results? What if the answers are not in fighting the problem but in using these challenges to inform solutions?”
― Elaina Noell, Inspiring Accountability in the Workplace: Unlocking the Brain's Secrets to Employee Engagement, Accountability, and Results