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Reflective accountability is a term you may not have heard before. We were looking for a way to describe the personal experience of having a gameboard within a Supernova practice. Accountability arrives preloaded with meaning: responsibility, maturity, integrity and so on. Reflection is how accountability grows, collectively and individually. No one can force a person to reflect on his or her performance. It’s self generated and it helps if the generator is continually on. That’s what the public posting of the gameboard goals does. Am I working as hard as I can to reach these goals? Do they accurately reflect my values? Should I ask for help? Should I help someone else? Can I get better? It’s what everyone in every organization should be asking and there’s no reason to keep the answers to themselves…

I suggest you have a Monday GB meeting and a Friday accountability meeting. At the Friday meeting, the people representing the 5 VPs report. That will be performance based. How did we do in planning? How many plans did we get done? Are we going to generate some business from them? How did we do production-wise? How are we doing marketing? What are we doing in term of each of the vice-presidencies?

The Monday meeting is a pure activity meeting. If we get the activity right we’re going to get the rest of it right. Did we meet with our clients? Did we meet with our prospects, our COIs, our mastermind group, or our two community boards? If we did all those things, then we’re going to get the results because we all know the only thing that keeps us from success is not enough of the right activity done the right way.

We measure activity with the GB. Everybody gets a number for what they are supposed to do for that week such as five appointments per day with clients, meet with two prospects every day. If you meet with two prospects per day for five days your number up on the GB would be ’10’ for prospects. If you do five client appointments per day for five days you get credit for 25 appointments for the week. It is a chance to give your CSA some kudos for their success in this.

Those that have interns have them go get an erase board; put it up in a prominent place that you all can see and can’t avoid; set your goals for the week. Your numbers would be up on the board as goals all week and at the GB meeting see how you did versus your goals on the activity. Everyone puts down their own goals and then reports on themselves. The GB is our accountability and you are accountable to yourself and the GB. It is not the leader standing up there asking how did you do it’s everybody reporting on how did I do versus what I said I’d do. It’s very powerful. It is a productivity kicker for all of you. You can make it a game to see if you met your goals. The GB will work. Some will say it is the most important thing they got out of the program.

Don’t discount it. Some say they don’t want it up in front of the clients. All you have to do is put numbers and initials up. You can use initials for the activity and your name so your clients will not know. If someone says, “what’s that?” You say that is the way we control the quality of the client experience. It impresses clients. It will also have impact on your COIs when they see it. It will help productivity because everyone stays on track. For the leader the two most important things are the Gameboard and the folders for each of the players.

Make it a game; give prizes; clap for them. Use whatever for a mini reward system. You don’t have to be the biggest producer to win this game. You just have to be the person who is the most diligent about hitting his goals.

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