3: Say you are tasked with working with a member of an outside team in order to extract information to create a learning course. If you found that this person was not being responsive to your requests or not giving you what you needed, what steps would you take to rectify the situation?
Answers
Answer: hi friend
Explanation:
What Causes a Lack of Responsibility?
People duck responsibility for reasons ranging from simple laziness or a fear of failure, through to a sense of feeling overwhelmed by the scale of a problem or a situation.
Whatever the reason, if people fail to take responsibility, they'll fail in their jobs, they'll fail their teams, and they'll fail to grow as individuals. All of this makes it important to address the issue.
Signs of Not Being Responsible
Sometimes it isn't obvious when people are shirking their responsibilities, but there are several signs to watch out for.
These include:
Lacking interest in their work, and in the well-being of the team.
Blaming others for mistakes and failures.
Missing deadlines.
Avoiding challenging tasks and projects, and not taking risks.
Regularly complaining about unfair treatment by team leaders and team members – and engaging in self-pity.
Avoiding taking initiative, and being dependent on others for work, advice, and instructions.
Lacking trust in team members and leaders.
Making excuses regularly – they may often say "It's not my fault," or, "That's unfair."
Ways to Encourage Responsibility
When team members don't take responsibility for their actions, some managers may just hope that the problem goes away. Others may try to remove these people from their teams completely.
Neither of these approaches is ideal – the situation is likely to get worse if you just leave it alone; while laying people off should be a last resort, especially if you're dealing with people who have the potential to be effective team members.
Instead, your aim should be to provide your people with the skills and resources needed to do their jobs, and then to create an environment where it's easy for them to take responsibility for their decisions and actions.
And yes, sometimes you'll need to be firm and courageous, and sometimes your actions will cause conflict.
We'll now explore a variety of strategies and tools that you can use to get people to take responsibility.
Start by Talking
Your first step is to talk to the individuals concerned. Find out if there are circumstances that are contributing to the situation, or if there are problems that you can deal with. After all, bad things can happen in people's lives, and this can clearly affect their behavior at work.
Then provide feedback , so that the individuals know that their behavior needs to change. The GROW Model may be useful here, and, depending on the circumstances, you may need to provide appropriate support.
What you learn in your discussion provides the context for the next actions that you take.
Tip:
Make sure that you have clear, accurate examples that you can cite when you provide feedback. If you don't, your arguments won't stand up, and you'll risk leaving the individual feeling victimized.
Ensure Adequate Resources
A sensible early action is to ensure that your people have the resources they need to do their job . This might include providing training, equipment, access to mentors and coaches , and suchlike.
This is a key step in helping people take responsibility for their work – if they don't have the "tools" needed to do their jobs, it's easy to shun responsibility!
Tip:
Take our How Well Do You Develop Your People? self-test to improve your team development skills.
i think it will help you
Answer:
Explanation:What Causes a Lack of Responsibility?
People duck responsibility for reasons ranging from simple laziness or a fear of failure, through to a sense of feeling overwhelmed by the scale of a problem or a situation.
Whatever the reason, if people fail to take responsibility, they'll fail in their jobs, they'll fail their teams, and they'll fail to grow as individuals. All of this makes it important to address the issue.
Signs of Not Being Responsible
Sometimes it isn't obvious when people are shirking their responsibilities, but there are several signs to watch out for.
These include:
Lacking interest in their work, and in the well-being of the team.
Blaming others for mistakes and failures.
Missing deadlines.
Avoiding challenging tasks and projects, and not taking risks.
Regularly complaining about unfair treatment by team leaders and team members – and engaging in self-pity.
Avoiding taking initiative, and being dependent on others for work, advice, and instructions.
Lacking trust in team members and leaders.
Making excuses regularly – they may often say "It's not my fault," or, "That's unfair."
Ways to Encourage Responsibility
When team members don't take responsibility for their actions, some managers may just hope that the problem goes away. Others may try to remove these people from their teams completely.
Neither of these approaches is ideal – the situation is likely to get worse if you just leave it alone; while laying people off should be a last resort, especially if you're dealing with people who have the potential to be effective team members.
Instead, your aim should be to provide your people with the skills and resources needed to do their jobs, and then to create an environment where it's easy for them to take responsibility for their decisions and actions.
And yes, sometimes you'll need to be firm and courageous, and sometimes your actions will cause conflict.
We'll now explore a variety of strategies and tools that you can use to get people to take responsibility.
Start by Talking
Your first step is to talk to the individuals concerned. Find out if there are circumstances that are contributing to the situation, or if there are problems that you can deal with. After all, bad things can happen in people's lives, and this can clearly affect their behavior at work.
Then provide feedback , so that the individuals know that their behavior needs to change. The GROW Model may be useful here, and, depending on the circumstances, you may need to provide appropriate support.
What you learn in your discussion provides the context for the next actions that you take.
Tip:
Make sure that you have clear, accurate examples that you can cite when you provide feedback. If you don't, your arguments won't stand up, and you'll risk leaving the individual feeling victimized.
Ensure Adequate Resources
A sensible early action is to ensure that your people have the resources they need to do their job . This might include providing training, equipment, access to mentors and coaches , and suchlike.
This is a key step in helping people take responsibility for their work – if they don't have the "tools" needed to do their jobs, it's easy to shun responsibility!
Tip:
Take our How Well Do You Develop Your People? self-test to improve your team development skills.
i think it will help you
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