A manager hears “take more ownership” and returns to the same unclear approval process. An accountability workshop works better when HR brings a decision, handover or missed commitment that the managers recognise.
Use the steps below before you request an accountability workshop for managers in Uganda. You will give the facilitator a tighter brief and give your sponsor a clearer reason to approve it.
Name the business problem
“We need more accountability” can hide several faults. Managers may avoid decisions. Teams may lose work during handovers. Senior leaders may reclaim authority after delegating it. Meeting commitments may lack an owner or review date.
Pick one fault for the workshop. Write down the delay, cost, rework or customer problem it creates. This gives the session a result you can judge.
Bring an example from work
Protect names and confidential details. Describe a pattern the room will recognise:
- A customer issue passed between departments without an owner.
- A project waited for approval after the manager had enough authority to act.
- A senior leader had to chase the team before a handover moved.
- A risk reached the sponsor after the useful decision point.
Discuss the work rather than putting one employee on trial. Managers need room to examine the process and their own choices.
Set an observable outcome
Describe the action managers should take after the workshop. They might name the final decision owner before closing a meeting, record one delivery owner and review date, or raise a risk at an agreed limit.
Ask the sponsor to choose one behaviour. A 30-day review can then compare what managers agreed with what they did.
Put the right roles in the room
Accountability failures often sit between functions. Invite the roles that make the decision and carry out the work. A commercial and operations handover needs both teams in the discussion.
The senior sponsor should open the session, explain the business reason and name the person who will review the commitments. Managers will then see the workshop as part of the operating plan rather than an isolated HR event.
Check the facilitator’s plan
- Ask how participants will work with the business example.
- Ask which decision or commitment the team will produce in the room.
- Confirm the difference between the keynote and facilitated formats.
- Request the programme fee, travel costs and payment terms in writing.
Send a one-page brief
Write the audience, participant number, expected date, business problem and desired behaviour on one page. Add one workplace example. Ask the sponsor to confirm it before you approach facilitators.
Review The Accountability Gap corporate leadership training in Uganda for an onsite keynote, team lab or full-day offsite. The page explains the session formats, starting programme fees and travel terms.
Read the guide to decision rights training for leadership teams if authority and escalation sit at the centre of the problem.