creating a culture of accountability · creating a culture of accountability: excellence,...
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CREATING A CULTURE OF ACCOUNTABILITY: EXCELLENCE, DISCIPLINE, AND RESPONSIBILITY
Jakarta – December 16, 2014
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Creating a Culture of Accountability: Excellence, Discipline and Responsibility
Robby SusatyoPartner, Dunamis Organization Services
Leader, VitalSmarts Practice
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HIGH STAKES
Mengapa Crucial Conversations begitu . . . krusial?
Open dialogue pada saat taruhan tinggi, emosi tinggi, atau perbedaan pendapat di setiap lapisan organisasi.
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Prinsip Crucial Conversations
Kejujuran dan Keterbukaan pada saat-saat emosi tinggi dan penuh resiko.
Setiap Anda mengalami kebuntuan, ada crucial conversation yang tidak ditangani dengan baik.
OPEN DIALOGUE
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Apa yang dimaksud dengan percakapan akuntabilitas dan mengapa sangat penting?
Bagaimana memperbaiki hasil-hasil yang ingin kita raih dengan menguasai kemahiran-kemahiran dalam program Crucial Accountability.
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Apa Yang Dimaksud dengan GAP (Kesenjangan)*?
* Jarak antara Kinerja Yang Diharapkan dengan Kinerja Yang Sebenarnya Terjadi
KINERJA vs. AKUNTABILITAS
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Bagaimana jika masalah Kesenjangan ini tidak di atasi?
• Tenggat waktu proyek bernilai milyaran Rupiah?
• Pencapaian Sales menjelang akhir tahun?
• Hubungan kerja dalam satu tim? Lintas tim?
• Hubungan kerja atasan dan bawahan? Sebaliknya?
• Keselamatan kerja?• Hubungan Anda dengan keluarga?
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- Harapan yang tidak dipenuhi , Komitmen yang dilanggar dan Perilaku yang buruk!
Apa yang Anda lakukan jika menghadapi Kesenjangan tersebut?
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Anda Menghindar?
- Tetap diam saja
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Anda mengintimidasi?mengancam?memaksa?
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Lakukan “Crucial Accountability”
Atau... mampu dan berani berbicara dengan kemahiran melakukan dialog yang produktif.
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Bagaimana caranya membantu seseorang bertanggung jawab (accountable) atas Harapan, Komitmen atau Perilaku?
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Kemahiran untuk mengatasi Harapan yang tidak dipenuhi, Komitmen yang dilanggar & Perilaku yang buruk
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Mulai dari diri Anda sendiri…!
“It’s better to have the Wrong Solution to the Right Problem, than the Right Solution to the Wrong Problem”
!
Sebelum mulai berbicara...
• Masalah apa yang ingin Anda atasi?
• Tanyakan pada diri sendiri, “Apa yang saya inginkan dari percakapan akuntabilitas ini?”
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Jelaskan Kesenjangan yang terjadi…!
Saat mulai berbicara...
• Sampaikan fakta-fakta yang ada.
• Sampaikan juga cerita Anda.
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Lakukan Diagnosa mengapa terjadi kesenjangan…
PIKIRKAN tentang 6 (enam) SUMBER!
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Periksa Kedua Sisi PERIKSA(KEDUA(SISI(Sebagian(besar(masalah(6dak(terbatas(hanya(pada(mo6vasi(saja(atau(kemampuan(saja.(!
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Ciptakan Kemudahan…
Sumber 2: Bagaimana orang tersebut mendapatkan Kemahiran atau Pengetahuan yang diperlukan?
Sumber 4: Bagaimana orang lain (termasuk saya) dapat memberikan bantuan, informasi, atau bimbingan? Sumber 6: Alat, sumber daya, petunjuk, atau perubahan lingkungan apa yang dapat membuat pekerjaan itu menjadi lebih mudah?
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Ciptakan Motivasi…
Sumber 1: Bagaimana hal ini ber-dampak kepada dirinya sendiri? Contoh: “Memenuhi tenggat waktu secara tepat waktu akan mengurangi tingkat stres Anda.”
Sumber 3: Menyadarkan dirinya ada anggota tim lain yang terkena dampak Kesenjangan yang dibuatnya
Contoh: “Sadarilah bahwa Kesenjangan yang terjadi, akan mempengaruhi rekan Anda satu tim.” Sumber 5: Kaitkan dengan sistem imbalan dan hukuman yang telah ada.
Contoh: “Orang yang memenuhi tenggat waktu, cenderung dipromosikan lebih cepat.”
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ANDA PUNYA KEKUASAAN
Jangan memimpin dengan menggunakan Kekuasaan, tetapi Anda mungkin perlu mengakhiri dengan hal itu.
!
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• Crucial Accountability• Penulis buku terlaris New York Times Ron McMillan
memperkenalkan model Crucial Accountability.
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TERIMA KASIH