Improving Performance + Accountability
Practical tools that leaders love to use.
A system alone doesn’t improve accountability:
70%
of organisations have an accountability system in place.
YET
85%
of organisations see improving accountability as a top priority.
Are you in the 85% of organisations that have a system… and an execution gap?
Most organisations have an execution gap, because a system alone doesn’t ensure that effective accountability conversations happen, or that they translate into meaningful action.
The solution to close the executation gap
The REACH Grow Achieve Module in REACH LX uniquely creates the context, connection and commitment together with in-the-moment AI coaching to enable the crucial conversations that turn accountability into action and action into results.
Integration:
have the conversation in the same place we collaborate.
Psychology:
that creates coachable moments and growth mindsets
Process:
that creates a continuous improvement mindset, and fair feedback regardless of relationships
AI coaching:
that gives leaders the emotional intelligence to get the conversation right with each person
Reporting:
that allows organisations to know that it’s working - and working well
1. It’s integrated into where we work, and collaborate - like Teams for example.
Which helps to normalise feedback.
When appraisal conversations and feedback, is provided inside the environment we use to collaborate, the conversations are normalised, and become friction-free.
These two key elements are important to close the execution gap.
2. The context of a common language, self-awareness, strengths and personal growth - creates the environment for self-accountability, and peer-led accontability.
I have seen people have the confidence to have those conversations early, which has led to accountability at all levels.
Ben - Project Director
When feedback is being given in a context of self-awareness, and the company has demonstrated an investment in the team member’s personal growth, the mindset becomes - ‘they get me, and they value me’ this creates context for candour and openness to learning and feedback.
This is where real accountability and management conversation that drive performance can really begin.
Before you set goals or give feedback, make sure your team has a clear Team Charter, the document that defines how you work together, make decisions, and hold each other accountable.
→ Learn more about building your Team Charter.
3. Non-triggering language, simply structured, always with an improvement mindset.
The default structure:
The Team member provides themselves a rating out of 5, and then reflects on what they could have done differently to give themselves a better score.
Any relevant learning resources or scope documents can be linked in the same spot. Which ensures the ream member felt like they were set up for success when working towards the goal, which is both supportive, and creates the opportunity for greater accountability.
The manager provides the same quantitive and qualitative feedback - always with the improvement approach. This creates a continuous improvement mindset, it also leads to better quality feedback - and makes it harder to give preferential feedback to friends so the perception of fairness improves - building trust and commitment.
4. Even higher accountability, yet more comfortable conversations - because with Check-Ins integrated, there are no surprises.
Because the regular structured Check-In conversations are happening in the same place, and themes and trends are transparent, the leader and team member are already on the same page.
Because we have had regular check-ins including reporting on progress against goals, what they have achieved, and if they have any blockers, once it becomes time for the more formal appraisal - it is a natural, comfortable conversation - without excuses.
The leaders can see the trends for their entire team collectively, and each individual person - so they know if changes are need to be able to keep people accountable.
22% of managers never get around to having performance conversations and about half of leaders admit to loosing sleep about them. Which means we either don’t have them, or tend to avoid the harder parts until things really go off the rails.
By providing the AI Leadership coach, leaders are given the emotional intelligence, confidence and best-practice approach to have the conversations - the final integrated piece to close the execution gap.
5. An AI coach that knows the people and context, the final peice to bridge the execution gap.
6. HR and senior leaders get unparalleled reporting. So you know accountability is alive and well - or where you need to focus to ensure results are delivered.
Gain the confidence and insights so you know that the crucial conversations a being had, and are achieving the performance you need.
Immediately answer questions like:
Are we seeing the productivity gains we were aiming for?
Are we seeing the quality we are seeking?
Are the feedback sessions going well?
Are the meetings being scheduled and are they being held?
Are there skills gaps that we need to close?
✓ Improves awareness + creates a common language
✓ Personally curated learning to build agility
✓ Employees save time – the most efficient workflow
✓ Focusses on growth + improvement
✓ Normalises ongoing feedback
✓ Managers save time with AI conversation coaching
REACH Grow Achieve keeps accountability visible and results measurable, making leadership more consistent, evidence-based, and effective.
You can be live in 1-day
The platform provides the tools.
The people bring it to life.
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