A leading training and development industry report shows that on-the-job learning and formal event-based workshops tie as the top used learning methodologies for improving performance. Studies also reveal that learning professionals estimate that only as much as 60% (and as little as 10%) of training actually transfers to the workplace.

Results from actual experience over the last two decades with thousands of organizations make a compelling and convincing case that the Three Tracks To Creating Greater Accountability® methodology solves this problem by ensuring the transfer of knowledge and learning into the organizational culture. The Accountability Training® tools, models and concepts are immediately applicable and readily memorable. Integration of the training begins during the workshop with application-based exercises, team integration activities, group exercises, one-on-one application discussions and large-group interactions that facilitate direct application to real organizational issues.

 

The Role of Our Books in the Training

Some organizations attempt to use book clubs or book reading assignments as the sole means for training people throughout the organization in the principles of greater accountability. Our books are certainly a good starting place, but there are some limitations to relying solely on the books to train your organization or team.

Aside from all the apparent Intellectual Property issues that complicate using the books to train your people, it is worth noting that approximately 75% of the proprietary Accountability Training® Workshop content is not found in our books. Our books are meant to be an overview of the Accountability Training principles, as opposed to serving as a script for training teams and organizations. The Accountability Training helps you apply the content in the books as a solution for your business needs. If speed is important to your organization, then you will appreciate knowing that the training will accelerate adoption, focus integration and provide best practices on how to implement the Accountability Training as an enterprise-wide solution.

 

Read about how one leader used the training after reading the book.

In a letter to Partner In Leadership's leadership, Ed Vanyo, General Manager, Can Operations Nestlé Purina PetCare Company, recounts the amazing success he had in implementing the Partners In Leadership Self Track™ Training in a new product launch:

Dear Roger and Tom,

I stumbled upon The Oz Principle browsing a bookstore with my wife, as we have been known to spend many a Sunday afternoon. Being a "Wizard of Oz" fan, the title drew my attention away from the numerous other books espousing how-to fix this or that management problem. The accountability subtitle peaked my interest even more. This was an area that my team at work had been discussing and knew we needed help with.

Reading the book, I enjoyed the parallel drawn with the Oz characters. More importantly, you provided great clarity with the principles of proactive accountability and their application. The simplicity of the process belies the strength of the message. I immediately knew that we would benefit from exposure to The Oz Principle. Sometimes a message is so important and powerful that one must internalize it completely and become its disciple. This is what happened to me with The Oz Principle. I felt that to get the message to my team and have them truly understand my passion for its application I would need to personally facilitate the training sessions.

I have recently completed my first training session as facilitator and I wanted to share my thoughts with you. The participants were my direct reports and their reports (my skip-level reports) from one factory.

The training started with a review of the corporation's "Blueprint for Success" and our factory results. We then proceeded to use the See It, Own It, Solve It, Do It model to obtain the results we needed to deliver. The 16-element review was very enlightening as it demonstrated the effect a leadership team has on the organization. The most significant areas for organizational improvement were the areas identified as management team weaknesses! This shows that "I" is truly the operative word in "What else can I do to achieve the result?"

We have taken a modified approach to action planning for implementing the improvements identified. Each participant was required to prepare their individual action plan, but not at the training. I wanted them to spend quality time reviewing the key learnings. The action items identified will be incorporated into their formal performance review process.

To drive the "See It" step (which appears to be the most difficult for the group to align with) we have begun several tasks.

I have just completed a 360 feedback review on leadership and I can honestly say it is the first time I have been excited to get the feedback and start to work on improvement. To demonstrate my commitment to the program, I presented the results to the team, thanked them for the feedback, and committed to improving in two specific areas.

The team identified employee satisfaction as a key result area and felt it was the area needing the most improvement. We therefore conducted a factory-wide survey of all employees to identify employee attitudes and opinions about the workplace and the management team. Utilizing these results and narrowing our efforts to focus on employee safety, we have started employee focus groups to develop actions that we should start doing, stop doing and continue doing in safety. We will then build on our successes in this area to move The Oz Principle into all the key result areas of the factory.

We are continuing into the new year utilizing (the Culture Track™ Training) to define the culture in the factory as we would like it to be. It is absolutely amazing to see the number of "Mixed messages" that are sent by the management team when the process is not explicitly managed. We all need to remember that we are on stage when we leave our offices and head for the factory floor. Personally, the process has allowed me to revisit my own impact on the culture drivers. I can honestly say that The Oz Principle will become a part of our process and not just the next "Program of the month".

Thanks for a refreshing view of proactive accountability.
The very best,

Ed Vanyo General Manager, Can Operations
Nestlé Purina PetCare Company


Of course, there is a caution: If you implement accountability the wrong way, you will experience the Accountability Paradox; that is, the harder you try to create accountability, the less accountable people actually become. The Accountability Training will help you implement accountability the right way by incorporating the best practices that have been developed over two decades of successful application.

The principles of accountability that we present in our books is largely common sense. The Partners In Leadership training turns that common sense into common practice. The issue is not so much what are in the books, but what is in the hearts and minds of the people on your team and in your organization. The training brings the content in the books to life for people at every level of the organization and creates a powerful level of collective engagement and ownership for achieving key organizational results that is essential to success.

We encourage our clients to have everyone in the organization read our books--the grounding and understanding that comes with the personal investment that reading represents is invaluable. However, reading alone is not enough to accelerate the shift to a Culture of Accountability.® That requires a higher level for collective engagement that is created with the Accountability Training workshops.



  • Client endorsement of Partners In Leadership Accountability Training Workshop 00:38
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    Client speaks about his team's engagement during a Keynote provided by a PIL Executive Facilitator












Speakers and Keynotes


Partners In Leadership's dynamic and energetic speakers incorporate the theme of greater accountability into any major corporate meeting or event. Their engaging presentations... more

Expert Partners In Leadership Facilitator-Led Training


Studies show that facilitator-led sessions, more than any other training methodology, accelerate the implementation and application of the individual and organizational accountability curriculum to... more

Client Facilitator Training (Train-the-Facilitator CERTIFICATION)


Partners In Leadership offers a Train-The-Facilitator (TTF) Certification process to train internal client facilitators to deliver the Accountability Training to employees of their organization... more

Quick-Start Internal Facilitator Certification


Partners In Leadership offers a Quick Start Internal Facilitator Certification process to train internal facilitators in delivering The Oz Principle Accountability Training and The Accountability Sequence® Training to an organization... more

Self-Paced Online Training (e-learning)


The Partners In Leadership Self TrackTM Training is available in a self-paced, online learning format using standard web browsers and internet connections. Utilizing video segments... more

Executive Coaching


Based on over two decades of experience in providing executive coaching to the senior leaders of many of the world's "Most Admired Companies" (Fortune Magazine), Partners In Leadership® has... more

Corporate University Curriculum


Accountability Training is frequently and successfully offered as part of corporate university curriculums in both teams and open-enrollment formats. Partners In Leadership works closely with... more

Enterprise-Wide Multi-Year Licensing


Partners In Leadership Licensing is a unique offering in the management consulting and training industry. A License facilitates a client's ability to strategically implement the Accountability Training throughout... more

The Oz Principle Accountability Training Public Workshop


This Public Workshop is an excellent opportunity to experience the Accountability Training, which is based on our New York Times Bestselling book, The Oz Principle: Getting Results Through Individual and Organizational Accountability... more

Get Certified


Take the next step with the thought leaders and experts on workplace accountability and culture change by being certified through Partners In Leadership’s Professional Accreditation Certification program... more

Participants Find The Workshops and Training Curriculum:

  • Highly interactive and engaging
  • Interwoven with energy-building team and group exercises
  • Application-driven in each training module
  • Based on Partners In Leadership's® enhanced learning technology
  • Focused on achieving the client's key business results
  • Customized to the unique needs of the audience
  • Centered on the Accountability Training® methodology

The curriculum can incorporate a variety of approaches and methodologies, always tailored to the unique needs of the participants.

 
Click here to see audience-customization categories:
  • C-Suite Executives
  • Senior Executives
  • Managers
  • Supervisors
  • Corporate University Curriculum
  • Front-Line Personnel
  • Unionized Workforces
  • Non-profit Organizations
  • Government Agencies
  • Intact Teams
  • Cross-Functional Teams
  • New Product Development Teams
  • Ad Hoc Project Teams
  • Corporate Boards and Management Committees
  • Open Enrollment
  • Cross-Functional Groups
  • Department or Division Management Teams
  • Middle-Level Management Groups or Teams
  • Multi-Level Management Groups or Teams
  • Dispersed Retail Store Locations



"After spending several million dollars on a variety of training solutions, the Partners In Leadership Accountability Training is the only approach that targeted and delivered our organization's key results. The breadth of impact makes it a business solution for any area of your business, particularly the leadership development of people. It's simply all you need."
VP Operations
LensCrafters


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