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How can you build accountability in a team of Motivational Speakers?

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As a motivational speaker, you know how important it is to inspire and empower your audience. But what about your own team? How can you build accountability in a group of people who are also experts in motivation and persuasion? In this article, you will learn some practical tips and strategies to foster a culture of accountability in your team of motivational speakers.

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1 Define your goals

The first step to building accountability is to have a clear and shared vision of what you want to achieve as a team. What are your objectives, values, and standards? How do you measure your success and impact? How do you align your individual goals with the team's goals? These are some of the questions you need to answer and communicate with your team members. Having a common purpose and direction will help you stay focused and motivated, as well as hold each other accountable for your actions and results.

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Dr. John Loblack

Helping small to medium size nonprofits with strategic planning process.
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Building accountability in a team of motivational speakers, or any team, starts with being clear about the goal; knowing where we are going. That way it becomes easier determine what the team needs to do to get there. That could mean identifying the role and responsibility of the individual members of the team, and establishing checkpoints ahead of time. It's always easier to hold the team accountable when the checkpoints, individual roles and responsibilities have been established before leaving port.

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Simon T. Bailey

Amplifying Your Brilliance & Resilience to Lead Well
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Setting clear goals is paramount in any endeavor. Without a defined destination, you risk veering off course. In the realm of delivering impactful speeches, having well-defined goals is crucial. It ensures that both the speaker and the audience are aligned on the same stage of understanding. Establishing goals not only paves the way for an appropriate and beneficial speech but also instills a sense of accountability. By holding yourself accountable to these objectives, you pave the way for a purposeful and impactful presentation.

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2 Establish roles and expectations

The next step is to define the roles and responsibilities of each team member, and the expectations for their performance and behavior. This will help you avoid confusion, conflict, and duplication of work, and ensure that everyone knows what they are supposed to do and how they are supposed to do it. You can use tools like a RACI matrix or a SMART framework to assign tasks, set deadlines, and track progress. You should also agree on the norms and rules for your team's communication, feedback, and collaboration, and make sure that everyone follows them.

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3 Provide support and feedback

Another key element of building accountability is to provide regular and constructive support and feedback to your team members. As a motivational speaker, you know how to give praise, recognition, and encouragement, but you also need to be able to give honest, specific, and actionable feedback when needed. You should also create opportunities for your team members to learn from each other, share best practices, and seek advice. By creating a supportive and feedback-rich environment, you will help your team members grow, improve, and achieve their goals.

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4 Address issues and challenges

Sometimes, despite your best efforts, your team may face issues and challenges that affect your accountability. For example, you may have a team member who is underperforming, missing deadlines, or not following the rules. Or you may have a disagreement or conflict with another team member over a decision or a strategy. In these cases, you need to address the issue or challenge as soon as possible, and in a respectful and professional manner. You should not ignore, avoid, or blame the problem, but rather seek to understand the root cause, listen to different perspectives, and find a solution that works for everyone.

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? Evelien Den Tandt ?

?Verdeler van positieve energie? Werkgeluk - Teambuildings - teamtrajecten - soft skill training - (thematisch) improvisatietheater - creatief denken -brainstormen - keynotes
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In my experience you need to dig deep enough. Ask 'why', more then once (some say 5 times). The first answers that come are not always the real reason or cause. Sometimes people themselves don't really know what the real cause is, by asking deeper you help them get the situation clear. Sometimes people are afraid to say what the real issue is. Create psychological safety and trust.

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5 Celebrate and reward

Finally, you should celebrate and reward your team's achievements and successes, as well as the individual contributions of each team member. This will not only boost your team's morale and motivation, but also reinforce the value of accountability and the positive outcomes it brings. You can celebrate and reward your team in different ways, such as by giving public recognition, sending personal notes, offering incentives or bonuses, or organizing fun activities or events. You should also acknowledge and appreciate the efforts and challenges that your team faced along the way, and use them as learning opportunities for future improvement.

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? Evelien Den Tandt ?

?Verdeler van positieve energie? Werkgeluk - Teambuildings - teamtrajecten - soft skill training - (thematisch) improvisatietheater - creatief denken -brainstormen - keynotes
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Celebrating what goes well is hugely important. We are often too focused on what is going wrong and thus get into a negative downward spiral. So let's celbrate! But we should also celebrate our mistakes. On the one hand, to make them lighter and put them into perspective but also because a mistake can always teach us something valuable. In short, it comes down to finding the positive in everything.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Neelima Kumari

Founder & Lead Trainer | Training and Development Expert/Motivational Speaker/ Team-building & Leadership/Mindset Architect, enabling organizations and individuals to unlock productivity and elevate performance.
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Understanding the strong sense of purpose behind motivational speaking acts as a deciding factor. Motivational speaking is different from normal speech. Motivating motivational speakers becomes easy if a collective objective driven by a strong purpose is clear and aligned. Any skilled professional who needs external motivation is not worth it. Knowing why actions act is a great motivation. The crux is to help them find the purpose behind motivational speaking. What objective do they want to accomplish out of that? These two are sufficient to motivate a group of motivational speakers.

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How can you build accountability in a team of Motivational Speakers?

1

2

3

4

5

6

1 Define your goals

2 Establish roles and expectations

3 Provide support and feedback

4 Address issues and challenges

5 Celebrate and reward

6 Here’s what else to consider

Motivational Speaking

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How can you build accountability in a team of Motivational Speakers?

1

2

3

4

5

6

1 Define your goals

2 Establish roles and expectations

3 Provide support and feedback

4 Address issues and challenges

5 Celebrate and reward

6 Here’s what else to consider

Motivational Speaking

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