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The point of accountability questions is to help a team to maintain the practice of self-organization, after all the glamorous and fun work around role definition has subsided. It’s our solution to a hard problem: how do you maintain energy and direction around self-organization, once you’ve kick started things with role definitions?
Accountability questions are useful if you have:
- A list of roles that describe the work your team does
- A well-defined purpose and set of accountabilities for each role
- One person to be accountable to each role
- A time to meet regularly to ask each other your accountability questions
The point of accountability questions is to help a team to maintain the practice of self-management, after all the glamorous and fun work around role definition has subsided. It’s our solution to a hard problem: how do you maintain energy and direction around self-management, once you’ve kick started things with a role definition workshop?
Some gotta know what's going on, somehow.
Another actor actively checks in and follows up to help report/share/signal when necessary.
Example:
- Role title: Solution specialist
- Role purpose: Take known client problems and generate valuable solutions
- Role accountabilities: * Understand when a client problem is fully defined and ready to be solved * Help solution brainstorms to be creative * Prioritize different solution options * Form and check hypotheses to validate work that we’re doing * implement solutions
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