{"id":1193,"date":"2014-11-19T15:20:28","date_gmt":"2014-11-19T15:20:28","guid":{"rendered":"http:\/\/www.transformativetraining.com\/?p=1193"},"modified":"2016-12-05T20:28:10","modified_gmt":"2016-12-05T20:28:10","slug":"qbq-accountability-denver-colorado","status":"publish","type":"post","link":"https:\/\/www.transformativetraining.com\/dev\/qbq-accountability-denver-colorado\/","title":{"rendered":"QBQ Accountability in Denver, Colorado"},"content":{"rendered":"<p>[et_pb_section admin_label=&#8221;section&#8221; transparent_background=&#8221;on&#8221; allow_player_pause=&#8221;off&#8221; inner_shadow=&#8221;off&#8221; parallax=&#8221;off&#8221; parallax_method=&#8221;off&#8221; padding_mobile=&#8221;on&#8221; make_fullwidth=&#8221;off&#8221; use_custom_width=&#8221;off&#8221; width_unit=&#8221;on&#8221; make_equal=&#8221;off&#8221; use_custom_gutter=&#8221;off&#8221; custom_css_main_element=&#8221;width:100% !important;||max-width:none !important;||padding-bottom:75px !important;||&#8221; 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<\/span><\/p>\n<p>[\/et_pb_text][\/et_pb_column][et_pb_column type=&#8221;2_3&#8243;][et_pb_text admin_label=&#8221;Text&#8221;]<\/p>\n<p align=\"center\">QBQ Accountability starts with an &#8220;I&#8217; statement<\/p>\n<p><strong>When I come in to work with most teams they have complaints.\u00a0<\/strong>I worked with a team doing conflict management last week and guess what? Their conflicts mostly had to deal with how &#8220;others&#8221; weren&#8217;t doing right! Surprise!<\/p>\n<div>\n<div align=\"left\">\n<div><strong>The good\/bad news is that accountability starts with the one in the mirror.<\/strong>\u00a0The only one you have the power to change is yourself! Here is one of my favorite simple tools for building and modeling more accountability in the workplace.<\/div>\n<div><\/div>\n<div>\n<div>\n<div><strong>1. What are your complaints?<\/strong><\/div>\n<p>This is the part hat most people like. You get to list your complaints of what is not working in the workplace. \u00a0Here are some examples:<\/p>\n<\/div>\n<div>a. Management doesn&#8217;t listen to us<\/div>\n<div>b. My employees complain too much<\/div>\n<div>c. My team mates gossip<\/div>\n<div>d. She is avoiding conflict<\/div>\n<div>e. He is a jerk<\/div>\n<div>and on and on<\/div>\n<\/div>\n<div><\/div>\n<div><strong>2. The QBQ Formula<\/strong><\/div>\n<div><\/div>\n<div>Here is the formula as put forth by John G. Miller in the book of the same name. QBQ stands for question behind the question.<\/div>\n<div><\/div>\n<div><strong>What I have noticed is that a lot of people resist this part of the process because you have to let go of being a victim and take responsibility for what YOU can do in the situation.<\/strong>\u00a0This is not about what others can do or how others could change.<\/div>\n<div><\/div>\n<div>1.Start with an &#8220;I&#8221; statement<\/div>\n<div>This usually sounds like<\/div>\n<div><\/div>\n<div>What can I \u00a0 \u00a0 \u00a0 or<\/div>\n<div>How can I<\/div>\n<div><\/div>\n<div>2. add a verb<\/div>\n<div><\/div>\n<div>do, help, etc.<\/div>\n<div><\/div>\n<div>3. end with a positive statement that reframes the situation<\/div>\n<div><\/div>\n<div>So if we take the above complaints into consideration, the new question could be:<\/div>\n<div><\/div>\n<div>\n<div>a. Management doesn&#8217;t listen to us<\/div>\n<div>What can I do to make sure I am sharing my opinion in a way that can be heard?<\/div>\n<div><\/div>\n<div>b. My employees complain too much<\/div>\n<div>How can I take my employees concerns seriously?<\/div>\n<div><\/div>\n<div>c. My team mates gossip<\/div>\n<div>What can I do to curb gossip on my team?<\/div>\n<div><\/div>\n<div>d. She is avoiding conflict<\/div>\n<div>What can I do to communicate in a way that feels safer around conflict?<\/div>\n<div><\/div>\n<div>e. He is a jerk<\/div>\n<div>How can I better understand where my colleague is coming from?<\/div>\n<\/div>\n<div><b>\u00a0<\/b><\/div>\n<div><b>3. The question points the way<\/b><\/div>\n<div><b>\u00a0<\/b><\/div>\n<div>Of course the question is not the ultimate answer to the challenge. The key though is that the question points the way towards thinking about the challenge completely differently. The question changes us from victims to proactive participants in working through the challenge.<\/div>\n<div><\/div>\n<div>The next step then would be to actually ENGAGE the question. Don&#8217;t dismiss it as &#8220;positive thinking&#8221; or go back into blaming. This requires a commitment to the concept of and process of accountability.<\/div>\n<div><\/div>\n<div><strong>4. Dealing with resistance<\/strong><\/div>\n<div><\/div>\n<div><strong>The resistance that I hear the most from people is that\u00a0<\/strong><\/div>\n<div><\/div>\n<div>a. it&#8217;s too much work \u00a0 and<\/div>\n<div><\/div>\n<div>b. it really is the other person&#8217;s fault<\/div>\n<div><\/div>\n<div>So, yes,\u00a0<strong>it is more work to actually be responsible for the situation than to simply blame someone else.<\/strong>\u00a0But ultimately, it gives you the result you want &#8211; a solution! It seems to be human nature to blame and therefore using QBQ requires a bold and courageous act of personal initiative. It takes self-discipline and a commitment to growth in your self, your team and the organization to take on this new way of thinking.<\/div>\n<div><\/div>\n<div>The final thing is that sometimes, when you are working with the new question, there really may be nothing that you can do in a situation. An example is that I had a team in a government agency who was pushing back against the very hierarchical structure of their team. Decisions were handed down from the top and the supervisors were not even allowed \u00a0to be part of the hiring decision of their own employees. We worked this from various angles first with these questions:<\/div>\n<div><\/div>\n<div>How can I communicate to my managers the importance of being part of the hiring process?<\/div>\n<div>How can I be more involved in the hiring process?<\/div>\n<div>What can I do to help our organization be more &#8220;flat?&#8221;<\/div>\n<div><\/div>\n<div>Ultimately, after some time and action, the question actually became:<\/div>\n<div><\/div>\n<div>What can I do to accept the situation as it is?<\/div>\n<div>How can I work at my best within this structure?<\/div>\n<div>How can I see the best in my employees?<\/div>\n<div><\/div>\n<div><strong>There are times when little change to something outside of your control may be the reality<\/strong>. I always say to the teams I work with that you have three options:<\/div>\n<div><\/div>\n<div>Work it out<\/div>\n<div>Let it go<\/div>\n<div>Leave<\/div>\n<div><\/div>\n<div>I have found that QBQ is an excellent structure in helping people take personal responsibility to work it out.<\/div>\n<div><\/div>\n<div>Please give us a call if you would like support in working with QBQ Accountability in Denver, Colorado<a href=\"https:\/\/www.transformativetraining.com\/dev\/wp-content\/uploads\/2014\/11\/360-photo-625x347.png\"><img loading=\"lazy\" decoding=\"async\" class=\"alignright size-thumbnail wp-image-1111\" alt=\"QBQ Accountability in Denver, Colorado\" src=\"https:\/\/www.transformativetraining.com\/dev\/wp-content\/uploads\/2014\/11\/360-photo-625x347-150x150.png\" width=\"150\" height=\"150\" \/><\/a> with your team or organization.<\/div>\n<div><\/div>\n<div>For your growth,<\/div>\n<div><\/div>\n<div>Jeannie Gunter, MA<\/div>\n<div>Founder, Transformative Training<\/div>\n<div>303 532-4393<\/div>\n<\/div>\n<\/div>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section admin_label=&#8221;Section&#8221; fullwidth=&#8221;off&#8221; specialty=&#8221;off&#8221; transparent_background=&#8221;on&#8221; allow_player_pause=&#8221;off&#8221; inner_shadow=&#8221;off&#8221; parallax=&#8221;off&#8221; parallax_method=&#8221;off&#8221; padding_mobile=&#8221;on&#8221; make_fullwidth=&#8221;off&#8221; use_custom_width=&#8221;off&#8221; width_unit=&#8221;on&#8221; make_equal=&#8221;off&#8221; use_custom_gutter=&#8221;off&#8221; custom_padding=&#8221;||150px|&#8221; custom_css_main_element=&#8221;padding-bottom: 150px !important;&#8221;][et_pb_row admin_label=&#8221;Row&#8221; make_fullwidth=&#8221;off&#8221; use_custom_width=&#8221;off&#8221; width_unit=&#8221;on&#8221; use_custom_gutter=&#8221;off&#8221; padding_mobile=&#8221;off&#8221; allow_player_pause=&#8221;off&#8221; parallax=&#8221;off&#8221; parallax_method=&#8221;off&#8221; make_equal=&#8221;off&#8221; parallax_1=&#8221;off&#8221; parallax_method_1=&#8221;off&#8221; column_padding_mobile=&#8221;on&#8221; module_class=&#8221;custom-bio&#8221; custom_css_main_element=&#8221;background-color:#FFF;||&#8221; custom_padding=&#8221;100px|30px|100px|30px&#8221;][et_pb_column type=&#8221;4_4&#8243;][et_pb_team_member admin_label=&#8221;Person&#8221; name=&#8221;Jeannie Gunter, MA&#8221; position=&#8221;Founder, Transformative Solutions&#8221; image_url=&#8221;https:\/\/www.transformativetraining.com\/dev\/wp-content\/uploads\/2016\/09\/Jeannie-Corporate-Team-Building-170&#215;220.jpg&#8221; animation=&#8221;off&#8221; background_layout=&#8221;light&#8221; use_border_color=&#8221;off&#8221; border_color=&#8221;#ffffff&#8221; border_style=&#8221;solid&#8221; facebook_url=&#8221;https:\/\/www.facebook.com\/TransformativeTrainingTeamBuilding&#8221; twitter_url=&#8221;https:\/\/twitter.com\/JeannieGunter&#8221; google_url=&#8221;https:\/\/plus.google.com\/100010806832694643892&#8243; linkedin_url=&#8221;https:\/\/www.linkedin.com\/in\/jeanniegunter?trk=nav_responsive_tab_profile_pic&#8221;]<\/p>\n<p>303 653-3097<\/p>\n<p>Jeannie works with a wide variety of clients to help them increase their team effectiveness and leadership capacity in their teams. She has worked both nationally and internationally as an organizational consultant, facilitator, speaker and wilderness guide.<\/p>\n<p>With a strong background in group dynamics, over the past 20 years Jeannie has guided hundreds of teams in a wide variety of organizations to successful outcomes in team, personal and professional development.<\/p>\n<p>[\/et_pb_team_member][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section admin_label=&#8221;Section&#8221; fullwidth=&#8221;off&#8221; specialty=&#8221;off&#8221; transparent_background=&#8221;off&#8221; allow_player_pause=&#8221;off&#8221; inner_shadow=&#8221;on&#8221; parallax=&#8221;off&#8221; parallax_method=&#8221;off&#8221; padding_mobile=&#8221;off&#8221; make_fullwidth=&#8221;off&#8221; use_custom_width=&#8221;off&#8221; width_unit=&#8221;on&#8221; make_equal=&#8221;off&#8221; use_custom_gutter=&#8221;off&#8221; custom_css_main_element=&#8221;width:100% !important;||max-width:none !important;&#8221;][et_pb_row admin_label=&#8221;Row&#8221;][et_pb_column type=&#8221;4_4&#8243;][et_pb_comments admin_label=&#8221;Comments&#8221; show_avatar=&#8221;on&#8221; show_reply=&#8221;on&#8221; show_count=&#8221;on&#8221; background_layout=&#8221;light&#8221; use_border_color=&#8221;off&#8221; border_color=&#8221;#ffffff&#8221; border_style=&#8221;solid&#8221; custom_button=&#8221;off&#8221; button_letter_spacing=&#8221;0&#8243; button_use_icon=&#8221;default&#8221; button_icon_placement=&#8221;right&#8221; button_on_hover=&#8221;on&#8221; button_letter_spacing_hover=&#8221;0&#8243;]<\/p>\n<p>[\/et_pb_comments][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>[et_pb_section admin_label=&#8221;section&#8221; transparent_background=&#8221;on&#8221; allow_player_pause=&#8221;off&#8221; inner_shadow=&#8221;off&#8221; parallax=&#8221;off&#8221; parallax_method=&#8221;off&#8221; padding_mobile=&#8221;on&#8221; make_fullwidth=&#8221;off&#8221; use_custom_width=&#8221;off&#8221; width_unit=&#8221;on&#8221; make_equal=&#8221;off&#8221; use_custom_gutter=&#8221;off&#8221; custom_css_main_element=&#8221;width:100% !important;||max-width:none !important;||padding-bottom:75px !important;||&#8221; custom_padding=&#8221;||0px|&#8221;][et_pb_row admin_label=&#8221;Row&#8221; make_fullwidth=&#8221;off&#8221; use_custom_width=&#8221;off&#8221; width_unit=&#8221;on&#8221; use_custom_gutter=&#8221;off&#8221; padding_mobile=&#8221;on&#8221; background_color=&#8221;#691c1e&#8221; allow_player_pause=&#8221;off&#8221; parallax=&#8221;off&#8221; parallax_method=&#8221;off&#8221; make_equal=&#8221;off&#8221; parallax_1=&#8221;off&#8221; parallax_method_1=&#8221;off&#8221; column_padding_mobile=&#8221;on&#8221; custom_css_main_element=&#8221;width:100% !important;||max-width:none !important;&#8221; custom_padding=&#8221;50px|0px|50px|0px&#8221;][et_pb_column type=&#8221;4_4&#8243;][et_pb_text admin_label=&#8221;TITLE&#8221; background_layout=&#8221;light&#8221; text_orientation=&#8221;center&#8221; use_border_color=&#8221;off&#8221; border_color=&#8221;#ffffff&#8221; border_style=&#8221;solid&#8221; header_text_color=&#8221;#ffffff&#8221;] QBQ Accountability in Denver, Colorado [\/et_pb_text][et_pb_text admin_label=&#8221;Social Share&#8221; background_layout=&#8221;light&#8221; text_orientation=&#8221;center&#8221; use_border_color=&#8221;off&#8221; [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_exactmetrics_skip_tracking":false,"_exactmetrics_sitenote_active":false,"_exactmetrics_sitenote_note":"","_exactmetrics_sitenote_category":0,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1193","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.8 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>QBQ Accountability in Denver, Colorado - Transformative Training<\/title>\n<meta name=\"description\" content=\"QBQ Accountability in Denver, Colorado. 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When I come in to work with most teams they have complaints. I worked with a team doing conflict management last week and guess what? Their conflicts mostly had to deal with how \"others\" weren't doing right! 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