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To enhance your ability to Create a Culture of Accountability, you can have your own employees trained to be certified Internal Facilitators by Partners In Leadership (PIL). Using this internal facilitator approach will give you access to the PIL University site in your own Client Portal on the Partners In Leadership Website. The PIL University offers several benefits to your internal facilitators:
Unlimited Access
Certified Internal Facilitators have access to the PIL University through the Client Portal, 24/7 and 365 days a year. You can access high quality video training segments showing you how to facilitate every aspect of the training. You can view demonstration videos anytime to refresh your understanding of the material.
Ease of Use
Demonstration video segments are coordinated with the state-of-the-art Facilitator Guides that walk you through, step by step, each activity and exercise in the training. Materials are indexed and organized so that you can quickly identify the short segment you need to view without watching an entire module.
Best-in-Industry Demonstrations
Partners In Leadership expert facilitators actually demonstrate in front of a live audience the best practices used in each training segment. You not only see how the mechanics of the activity should be implemented, but you also see the manner of presentation that is used by experienced facilitators.
On-going Curriculum
The PIL University site supports all three training tracks: Self, Culture and Others. As you utilize training, you will have continuing access to the previous tracks, as well as the new training tracks you choose to implement. The PIL University will become a training resource center for you and your organization.
Pre and Post Assessments
Entry to the PIL University also gives your Certified Internal Facilitators access to revealing pre-workshop and post-workshop assessments that can be used with participants of the training to considerably enhance the training and workshop experience.
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In the Self Track we define Accountability in a positive, forward looking way. Just as importantly, we define accountability in what it is not. We use the Steps to Accountability® model to summarize and illustrate these two definitions as an individual moves Above the Line,® one begins to move forward when creative solutions enter the mind and execution plans are developed. If this describes the taking of accountability definition that you often adopt, congratulations as this is a great way to measure success in your organization.
There is a way to get the full measure of success that is available to you. As you consider the full-definition of being Above the Line,® you will see that many practices involve receiving perspectives & feedback from others. These best practices enable us to take accountability for that which will impact our ability to achieve the desired result, not only for the ideas that come to our mind, but the relationships we have built, and the variety of sources we have fostered. The time set aside to receive perspectives and feedback directly corresponds to the full measure of the success you achieve. In conclusion a good question to ask is "Do I want to achieve a result because it's my idea" or "do I want to achieve it because of it'sits potential?" The later is what drives us to acknowledge that the ideas that enter our mind are limited and the perspectives and feedback from others provide the full measure of their potential, delivering unprecedented results.
