Why Responsibility-Centered Leadership?

Leadership, communication and culture are three important factors in determining the success or failure of any organization.  Responsibility-Centered Leadership is designed to address and enhance all three. 

Challenging Employess?

We all recognize them. The employees we label as “challenging employees”. They complain, resist, challenge, or display some other negative behavior at work. The ripple effect of their attitudes and reactions to their coworkers and customers are many: increased anxiety, lower morale, higher turnover, lower productivity, resentment, blame and anger are some of the negative outcomes you might observe in people who must interact with them.

Your organization’s success is dependent upon teamwork, good retention rates, high productivity and morale. You cannot afford to let negative, difficult employees set the course for your future.

Many training programs focused on dealing with difficult employees will emphasize what you, the manager, need to do: your behavior, responses, actions. Professionals will advise YOU, as the manager, to take action that will “turn around” problem employees.

While your responses and reactions are important when dealing with problem employees, Responsibility-Centered Leadership is a different approach to managing difficult employees. This program helps you as the leader see how you can shift responsibility for negative or inappropriate behavior back to the employee who displays that behavior.

Confronting challenging employees takes on a new perspective with Responsibility-Centered Leadership. We’ll teach you how to help your problem employees take responsibility for their success and improved behavior.

Responsibility-Centered Leadership Public Seminar
responsibility-centered-leadership-training-session
Responsibility-Centered Leadership On-Site Training

Obedience vs. Responsibility

An obedience style of delivering feedback often comes across as “Stop now because I said so!” this style of delivery often creates resentment, anger and other negative feelings. In addition, this may leave the employee feeling controlled, and not understanding why their performance needs to change. In contrast, delivering feedback using a responsibility promoting style is supportive, respectful and encouraging while maintaining high expectations.

In contrast, a style promoting responsibility can create positive relationships between employees and organizational leaders that can positively impact performance, productivity and job satisfaction therefore reducing turnover and absenteeism in the workplace.

Both styles, responsibility and obedience, can produce results. However, often an obedience style can create feelings of resentment toward the leader or organization therefore negatively impacting performance and productivity as well as feelings of job dissatisfaction.

RCL uses a guided conversation called “Give ‘em Five” to help leaders provide corrective feedback which encourages responsibility of the employee. Responsibility-Centered Leadership would love to work with you and your organization to help you become an organization based on promoting more responsible employees.

See What Others Have to Say

"Responsibility-Centered Leadership provided our organization with a consistent framework and method of communication related to handling the challenging moments we deal with every day. It also has helped increase morale and is a contributing reason why turnover is down 18% in the past year."
Human Resources Director
Crookston, MN
"Responsibility-Centered Leadership is fact-paced, practical, and adaptable for use in many different settings, including work, school and home. This method of counseling has helped me confront the issues, but not feel like the 'bad guy' because the responsibility for change is on the one being counseled."
Nurse Educator
Phoenix, AZ
"Responsibility-Centered Leadership has provided valuable tools to encourage positive and mutually respectful communication between leaders and staff members. This program has helped employees take ownership and become accountable in problem solving. This is the key to helping staff members become more successful."
President & CEO
Felicity, OH
"Responsibility-Centered Leadership makes corrective action with employees simple and effective. The employee sees their responsibility in their actions.  Hard to council employees are neutralized with easy techniques and bring the conversations back to the issues at hand."
Nurse Manager
Parsons, KS