Introduction

The new FYI® for your improvement helps identify and address development needs using our most
up-to-date competency framework, which is the new Korn Ferry Leadership Architect™ Global
Competency Framework. Competencies are observable and measurable skills and behaviors that
contribute to workplace effectiveness and career success. Each chapter includes competency-
specific action-oriented development tips based on our extensive research that are sure to increase
your skill-level and performance on the job.

Each chapter includes:

• Competency title and definition

• Competency context
• Inspiring quotes
• Skilled, less-skilled, talented and overuse definitions/examples
• Possible causes of lower skill
• Case studies
• Action-oriented development tips
• Deep dive learning resources
• On-the-job development assignment suggestions
• Reflection statements
• Additional resources
• Recommended search terms

The new FYI® is designed for any motivated person with a development need and to serve as
a guide for managers, mentors, coaches and feedback givers. It is intended for all levels of an
organization. Use this book to ignite your leadership development to provide lasting success in your
career and in your life.

FYI® is your guide for effective personal and professional development. Take some time to look over
the following abbreviated* sample chapter so you can see why.

*Please note that the following sample chapter does not contain chapter 1 in its entirety. The sample is meant to
provide just a taste of the material that can be found in the new FYI®: for your improvement.

© Korn Ferry 2014. All rights reserved. 1

 FYI® for your improvement sample abbreviated guide

What’s inside

1. Ensures Accountability
A short definition is provided Holding self and others accountable to meet
to help you understand the commitments.
competency. You will also find
this definition on the Korn Ferry
Leadership Architect™ Sort Cards
and the Korn Ferry Leadership Taking responsibility. Owning up to commitments. Being answerable
for your actions and the actions of those you lead. All fall under
Architect™ Global Competency the umbrella of accountability. Being accountable and ensuring
Framework. accountability in others is as important in and out of work today as
ever. Important and a little scary. Why? Being accountable makes you
more visible and more open to criticism. It means putting yourself at
risk. All eyes are on you. If the assignment, project, or strategy fails,
you’re on the hook for it. And in this hyperconnected, hypervigilant
world, there’s no place to hide. But when it comes to ensuring that
accountability thrives in your organization, absorbing the risk can pay
off in multiple ways. On critical projects, it instills confidence in others
when they know you have a vested interest in the positive outcome
they are all striving toward. Taking the same responsibility for a losing
strategy as you do for a winning one shows others that you stand
behind your decisions. This builds a culture of accountability around
you. A culture where people own their decisions and their actions.
Where credit is shared and blame accepted. By ensuring accountability
The context for each competency in yourself and leading so others do the same, you are more likely to be
is provided to help you understand trusted and respected by others. More likely to speak out when there
is a problem. More likely to be committed to your work. More likely to
why it’s so important and how it deliver high performance. More likely to succeed.
plays out in life. The context also
highlights how being skilled in this
competency can positively impact I attribute my success to this −
I never gave or took any excuse.
your life and the lives of those
Florence Nightingale – English social reformer and founder of modern nursing
around you.

© Korn Ferry 2014. All rights reserved. 1

© Korn Ferry 2014. All rights reserved. 2

 FYI® for your improvement sample abbreviated guide

What’s inside
1
Factor II: Results
Cluster F: Focusing on Performance
Competency 1: Ensures Accountability

Ensures Accountability is in the Results Factor (II) in the Korn

Ferry Leadership Architect™. It is part of Cluster F, Focusing on
Positioning within the Korn Ferry Performance, along with Drives Results (28). You may find it
helpful to also take a look at some of the tips included in that
Leadership Architect™ is provided chapter to supplement your learning.
for additional context. The
competencies fall into 4 Factors Skilled
and 12 Clusters. You may find it 1 Follows through on commitments and makes sure others
do the same.
helpful to check for additional tips Acts with a clear sense of ownership.
within the Cluster or Factor for
each competency. Less skilled Talented
• Fails to accept a fair share of • Assumes responsibility for the
personal responsibility. outcomes of others.
• Gathers little information • Promotes a sense of urgency
about how things are going. and establishes and enforces
individual accountability in the
Skilled, less skilled and talented team.
definitions provide examples of
what different skill-levels look like Overused skill
for a competency. Use these to • May not give appropriate credit to others.
• Strictly enforces accountability; doesn’t consider situations that
assess your current skill as well as are beyond individuals’ control.
the level you want to attain. The
points under Overused Skill provide Some possible causes of lower skill
a useful check to see if you are Causes help explain why a person may have trouble with Ensures
Accountability. When seeking to increase skill, it’s helpful to consider
possibly overusing your strength. how these might play out in certain situations. And remember that all
of these can be addressed if you are motivated to do so.

• Not goal oriented

• Afraid of making a mistake
• Low self-confidence
Some possible causes of lower skill • Shies away from tough problems
suggest why this competency could • Has unrealistic expectations

be a development need for you.

Understanding the reason for your 2 © Korn Ferry 2014. All rights reserved.

need will help you decide upon the

right development approach.

© Korn Ferry 2014. All rights reserved. 3

 FYI® for your improvement sample abbreviated guide

What’s inside
1
Factor II: Results
Cluster F: Focusing on Performance
Competency 1: Ensures Accountability

We’ve included a short case Culture card

Accountability plays out differently in different cultures.
study in each chapter to bring Collaborating across international boundaries means recognizing
the competency to life. “Culture and respecting this. A Brazilian team working with an American
team might feel the tension of different priorities. Both may take
Card” provides an example of a responsibility for performance excellence. Both may have a sense
of urgency. But both see different things as critical. To a Brazilian,
significant cultrual variation in the relationships are seen as paramount to delivering the result. Too 1
competency, “Did You Know” much planning gets in the way of that. The American is likely
to see the project plan as essential. Socializing is not essential
introduces interesting facts from our to the task and may even get in the way. Accountability to the
process versus accountability to the people. One culture doesn’t
research, “Does it Best” describes want to fail people. The other doesn’t want to fail the plan. So
a person or organization well how do cross-cultural teams reconcile their different views of
accountability? Through recognition of differences. Appreciation
recognized for their strength in the of what’s valued by others. Willingness to compromise and adapt.
The Brazilian team could position a project plan as integral to
competency, and “Brain Booster” forging a relationship with their colleagues. The American team
presents facts and information from could invest more time socializing and connecting. Establishing
common accountability across cultures means accommodating
a neuroscience perspective. what is most important to others.1

© Korn Ferry 2014. All rights reserved. 3

© Korn Ferry 2014. All rights reserved. 4

 FYI® for your improvement sample abbreviated guide

What’s inside
1
Factor II: Results
Cluster F: Focusing on Performance
Competency 1: Ensures Accountability

A variety of tips to help you develop Tips to develop Ensures Accountability

each competency is also provided. 1. Unsure of the target? Establish clear goals. How can you take charge
of where you’re headed unless you know your destination? Before
Tips are brief, doable, and action you can take accountability for anything, you need to know what’s
expected. Have a set of clearly articulated goals that specifically
oriented. Based on our research, states the outcome required and defines your target result—a clear
and experience, these are the tips picture of what success looks like. Goals help focus time and effort.
They make things fairer. They provide an objective way to measure
that are most likely to work. Choose 1 someone against what’s required of them. They can be used to
stretch people. Learn how to create SMART (Specific, Measurable,
one or two that will be most helpful Achievable, Relevant, Time-bound) goals. Set SMART goals for
for addressing the root causes of projects and other work tasks when you assign them to yourself or
others.
your weakness in a competency.
Want to learn more? Take a deep dive…
Ashkenas, R. (2012, July 9). Seven mistakes leaders make in
setting goals. Forbes.
Chua, C. (2010, June 3). 11 Practical ways to stop procrastinating.
Lifehack.

2. Stuck in first gear on a new assignment? Focus to move forward.

Deep dive learning resources, Write down where you are now and where you want to be. Ask
yourself: What are the benefits of achieving this goal? What do I
relevant to the development tips need in order to succeed? How will I get there? What paths could I
take? Who else needs to be involved? What could help/hinder my
that precede them, are provided. progress? How else could I achieve the required outcome? Write
These resources help you explore down your answers. Use them to create actions. Start with what you
will do now. Break big action steps into a few smaller, more
developing certain aspects of the manageable ones. Arrange them in chronological order. Give yourself
a date by which each will be accomplished. Hold yourself accountable
competency further. They range for each one. Review your progress regularly and tick them off as
from video clips to journal articles you go. Use your plan to stay on top of what is going on.

to websites that will provide more

Want to learn more? Take a deep dive...
in-depth information about the
Fox, J. (2013, December 13). You can get some big things done
areas covered by the tips. when it’s not all about you. Harvard Business Review Blog
Network.

4 © Korn Ferry 2014. All rights reserved.

© Korn Ferry 2014. All rights reserved. 5

 FYI® for your improvement sample abbreviated guide

What’s inside
1
Factor II: Results
Cluster F: Focusing on Performance
Competency 1: Ensures Accountability

With research showing that 70% Job assignments

• Put yourself forward to lead the resolution of a tough problem that
of development happens on the requires help from others. Recognize what others have to offer
job, it’s wise to heighten your and how they can support you.
• Volunteer to present a proposal to a senior team that you
competency development with know will provoke contention, raise challenging questions, and
on-the-job application. Some encourage debate. Be prepared to fight your corner.

suggestions for job assignments, 1

Take time to reflect…
specific to the competency you’re
If you’re worried about being blamed when things go wrong…
developing, are provided. …then consider that taking accountability also means you’re
likely to get the credit when things go right. Accountability
involves taking the rough with the smooth.

Few things can help an individual more than

Thought provoking statements are to place responsibility upon him,
included for further reflection on your and to let him know that you trust him.
development. Take some inspiration from Booker T. Washington – American educator, author, and orator

the guidance offered in the statements

that resonate with you.

© Korn Ferry 2014. All rights reserved. 5

© Korn Ferry 2014. All rights reserved. 6

 FYI® for your improvement sample abbreviated guide

What’s inside
1
Factor II: Results
Cluster F: Focusing on Performance
Competency 1: Ensures Accountability

Additional resources that will Learn more about Ensures Accountability

help you learn more about the Burka, J. B., & Yuen, L. M. (2008). Procrastination: Why you do it and
what to do about it now [25th Anniversary ed.]. Cambridge, MA:
competency as a whole. They Da Capo Press.
include texts selected from expert Pychyl, T. A. (2013). Solving the procrastination puzzle: A concise
guide to strategies for change. New York, NY: Penguin Group.
reviews, best seller lists and Samov, P. (2010). Present perfect: A mindfulness approach to letting
reputable publishers. 1 go of perfectionism and the need for control. Oakland, CA: New
Harbinger Publications, Inc.

Deep dive learning resource links

Ashkenas, R. (2012, July 9). Seven mistakes leaders make in setting
goals. Forbes. Retrieved from [Link]
ronashkenas/2012/07/09/seven-mistakes-leaders-make-in-setting-
goals/
Chua, C. (2010, June 3). 11 Practical ways to stop procrastinating.
Lifehack. Retrieved from [Link]
lifehack/[Link]
If you’d like to do some of your Fox, J. (2013, December 13). You can get some big things done when
own searching for additional it’s not all about you. Harvard Business Review Blog Network.
Retrieved from [Link]
guidance and resources for big-things-done-when-its-not-all-about-you/
developing competencies,
Recommended search terms
start off with the selection of
If you’d like to explore Ensures Accountability further, try searching
recommended search terms. online using the following terms:

• Avoiding procrastination
• Keeping others accountable
• Monitoring your progress at work

All of the links provided for More help…

the Deep Dive resources Korn Ferry offers a wide range of learning solutions. The following may be
helpful to help you develop Ensures Accountability: find the link in your FYI®
interspersed throughout the for your improvement book
development tips are available
online. Additional resources and
6
insights are also provided to © Korn Ferry 2014. All rights reserved.

further your development. Keep

the site open while reading for
easy access to the resources
associated with development tips
that are most relevant for you.

© Korn Ferry 2014. All rights reserved. 7