Archive for the ‘accountability’ Category

Monthly Review of Financial Performance

Monday, June 11th, 2012

Club department heads have bottom line responsibility for the financial performance of their departments, but the General Manager has overall responsibility for the performance of the club and is accountable to the Board for that performance.  Therefore, a basic management discipline for the General manager should be to conduct monthly reviews of operating statements with each department head.

In order to ensure that the club meets the financial objectives of its annual operating budget, it is imperative that all department heads monitor their monthly performance closely and be prepared to answer questions about their department’s performance and give reasons for any significant variance from budgeted amounts.

budget-41The Program.  On a monthly basis after the final statement is prepared and distributed, the Controller will set up a schedule of meetings for department heads to meet with the General Manager and Controller to review their department’s performance.

Department heads will bring their individual copies of the Tools to Beat Budget binder to the meetings.

Department heads must also be prepared to present plans to remedy significant or ongoing shortfalls in revenue or overages in expense categories.

Preparing for the Meeting.  Managers can best prepare for their monthly meeting by ensuring that their Tools to Beat Budget binder is accurate and up-to-date.

They must also review their financial statements in detail, noting any under budget revenue and over budget expense categories.  Items with significant deviations from budget must be investigated so that these anomalies can be explained to the General Manager.

Significant shortfalls in revenue should be analyzed and a plan drawn up to address the shortages.  Such a plan would normally include marketing efforts to increase member traffic, special events or sales to increase revenues, or price increases to generate more revenue from the same volume of business (though managers must always keep in mind that volume may decrease with any price increase).

Often a particular expense category will be over budget due to timing issues – this happens when a budgeted expense is incurred earlier in the fiscal year than originally anticipated.  Such an “over budget” occurrence will come back in line with budget in future months at the time when the expenditure was actually planned.  Sometimes, the increased expenses may be the result of an unanticipated event, such as equipment breakdown and repair or an arising opportunity necessitating the purchase of new equipment or materials.

In any case the department head must be prepared to explain discrepancies and answer the General Manager’s questions about budget variances and what actions will be taken to remedy the situation.

Take Away.  A monthly review of operating performance gives department heads the opportunity to brief the General Manager on the operating results of their individual “businesses” while keeping the General Manager fully informed of those factors impacting their bottom line.  I also like to use these monthly meetings to review department heads progress on meeting their annual work plan.  In both cases, this basic business discipline keeps the General Manager fully informed with the least investment of his or her time while reinforcing to department heads their accountability for results.

Thanks and have a great day!

Ed Rehkopf

This weekly blog comments on and discusses the club industry and its challenges. From time to time, we will feature guest bloggers — those managers and industry experts who have something of interest to say to all of us. We also welcome feedback and comment upon the blog, hoping that it will become a useful sounding board for what’s on the minds of hardworking club managers throughout the country and around the world.

Club Resources International - Management Resources for Clubs!

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Guest Blog: Dignity…We All Crave It, So Why Do We Keep Ignoring It?

Monday, November 14th, 2011

donna-hicks-152x200

What is the motivating force behind all human interaction – in families, in communities, in the business world, and in relationships from the personal level to the international level?  DIGNITY.  It is the desire to be treated well.  It is an unspoken human yearning that is at the heart of all conflicts, yet no one is paying attention to it.

When dignity is violated, the response is likely to involve aggression, even violence, hatred, and vengeance; the human connection is the first thing to go.  On the other hand, when people treat each other with dignity, they feel their worth is recognized, creating lasting and meaningful relationships.  Surprisingly, most people have little understanding of dignity.  While a desire for dignity is universal, knowing how to honor it in ourselves and others is not.

After working as a conflict resolution specialist for twenty years, I have observed and researched the circumstances that give rise to dignity violations.  On the other hand, when the following ten elements of dignity are honored, people feel their dignity has been recognized and that they have been treated well.  Relationships flourish under these conditions.

The Ten Essential Elements of Dignity

Acceptance of Identity.  Approach people as being neither inferior nor superior to you.  Give others the freedom to express their authentic selves without fear of being negatively judged.  Interact without prejudice or bias, accepting the ways in which race, religion, ethnicity, gender, class, sexual orientation, age, and disability may be at the core of the other people’s identities.  Assume that others have integrity.

Inclusion.  Make others feel that they belong, whatever the relationship – whether they are in your family, community, organization, or nation.

Safety.  Put people at ease at two levels: physically, so they feel safe from bodily harm, and psychologically, so they feel safe from being humiliated.  Help them feel free to speak without fear of retribution.

Acknowledgement.  Give people your full attention by listening, hearing, validating, and responding to their concerns, feelings, and experiences.

Recognition.  Validate others for their talents, hard work, thoughtfulness, and help.  Be generous with praise, and show appreciation and gratitude to others for their contributions and ideas.

Fairness.  Treat people justly, with equality, and in an evenhanded way according to agreed-on laws and rules.  People feel that you have honored their dignity when you treat them without discrimination or injustice.

Benefit of the Doubt.   Treat people as trustworthy.  Start with the premise that others have good motives and are acting with integrity.

Understanding.  Believe that what others think matters.  Give them the chance to explain and express their points of view.  Actively listen in order to understand them.

Independence.  Encourage people to act on their own behalf so that they feel in control of their lives and experience a sense of hope and possibility.

Accountability.  Take responsibility for your actions.  If you have violated the dignity of another person, apologize.  Make a commitment to change your hurtful behaviors.

Our desire for dignity resides deep within us, defining our common humanity.  If our capacity for indignity is our lowest common denominator, then our yearning for dignity is our highest.  And if indignity tears relationships apart, then dignity can put them back together again.

Our ignorance of all things related to dignity – how to claim our own and how to honor it in others, has contributed to many of the conflicts we see in the world today.  This is as true in the boardroom and in the bedroom, as it is in politics and international relations.  It is true for all human interaction.  If we are to evolve as a species, there is no greater need than to learn how to treat each other and ourselves with dignity.  It is the glue that could hold us all together.  And it doesn’t stop there.  Not only does dignity make for good human relationships, it does something perhaps far more important – it creates the conditions for our mutual growth and development.  It is a distraction to have to defend oneself from indignity.  It takes up our time and uses up our precious energy.  The power of dignity, on the other hand, only expands with use.  The more we give, the more we get.

There is no greater leadership challenge than to lead with dignity, helping us all to understand what it feels like to be honored and valued and to feel the incalculable benefits that come from experiencing it.  The leadership challenge is at all levels – for those in the world of politics, business, education, religion, to everyday leadership in our personal lives.  Peace will not flourish anywhere without dignity.  There is no such thing as democracy without dignity, nor can there be authentic peace if people are suffering indignities.  Last but not least, feeling dignity’s power – both by honoring it and locating our own inner source of it – sets us up for one of humanities greatest gifts – the experience of being in relationship with others in a way that brings out the best in one another, allowing us to become more of what we are capable of being.

Donna Hicks Ph.D., author of Dignity: The Essential Role It Plays in Resolving Conflict, Yale University Press, 2011.  You can read more about the author and her book at http://drdonnahicks.com/

Thanks and have a great day!

Ed Rehkopf

This weekly blog comments on and discusses the club industry and its challenges. From time to time, we will feature guest bloggers — those managers and industry experts who have something of interest to say to all of us. We also welcome feedback and comment upon the blog, hoping that it will become a useful sounding board for what’s on the minds of hardworking club managers throughout the country and around the world.

Club Resources International - Management Resources for Clubs!

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The Simple Checklist

Monday, October 24th, 2011

checklist-144x143Airline pilots have long recognized the importance of using checklists to ensure that all steps in preparing to fly or land a plane have been properly attended to.  For pilots the issue is a critical one – safety.  But checklists can also be used to train employees in the proper steps for any important process or event.  A quick list of the things to be done with a place to check off that it was completed is a simple, yet effective way to make sure employees understand and do what is required.

The checklist is also important for establishing accountability for any important action – say securing the club at the end of the day, properly completing opening duties, ensuring the cleanliness of kitchens and bathrooms, and completion of any action with safety implications.  The responsible employee checks off each step as it’s completed, then signs and dates the checklist indicating that all steps were completed.  The manager or supervisor can then spot check to ensure that the work was properly done.  If not, she knows who is responsible for the failure.

Solutions don’t have to be complicated; they just have to work.  Using checklists is an effective way of handling many recurring responsibilities within the club.

Thanks and have a great day!

Ed Rehkopf

This weekly blog comments on and discusses the club industry and its challenges. From time to time, we will feature guest bloggers — those managers and industry experts who have something of interest to say to all of us. We also welcome feedback and comment upon the blog, hoping that it will become a useful sounding board for what’s on the minds of hardworking club managers throughout the country and around the world.

Club Resources International - Management Resources for Clubs!

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Authority, Responsibility, and Accountability

Monday, April 18th, 2011

smiling-woman-2“Authority,” “Responsibility,” and “Accountability” are three terms that are used frequently in connection with positions of leadership.  What exactly do these terms mean and how are they related?

Authority is defined as “a power or right, delegated or given.”  In this sense, the person or company that hires a leader vests him with the authority to manage or direct a particular operation. It is expected that this individual will exercise the full scope of his authority to properly, profitably, and professionally manage the operation.

Responsibility is defined as “a particular burden of obligation upon a person who is responsible.”  Responsible is defined as “answerable or accountable, as for something within one’s power or control.”  Therefore, a leader is responsible and has responsibility for the operation for which she has been given authority.

Accountability is defined as “subject to the obligation to report, explain, or justify something; answerable.”  A leader is answerable for the performance of the operation for which he has authority and is responsible.

Authority may be delegated to subordinates.  For example, a general manager may delegate the authority to collect delinquent accounts to the controller.  The controller then has the right to perform tasks associated with collection, such as sending past due notices, charging finance charges on delinquent accounts, and recommending bad debt write-off for seriously overdue accounts.  However, even though the general manager delegated the authority, he or she still has the responsibility to ensure that collections are done properly.  As the saying goes, “You can delegate authority, but not responsibility.” Even when you delegate, you are ultimately responsible for your organization’s performance.

As a leader, you are accountable for those functions and tasks that have been delegated to you.  Likewise, should you delegate any functions or tasks to subordinates, you must ensure that they are held accountable for properly performing them.  This requires that you properly explain your expectations to subordinates.

This is most easily done when performance parameters are objective, say telling an advertising executive she must retain her major accounts or else she’ll be replaced.  More often, performance parameters are more complex and involve subjective evaluations.  Regardless of the difficulties in defining these parameters, it must be done.  Otherwise, there is no way to hold a subordinate accountable for results.  It is for this reason that performance standards must be defined.  Often, detailed benchmarks, consistently and conscientiously tracked over time, will provide the most meaningful measures of performance.

Excerpted from Leadership on the Line - The Workbook, Ed Rehkopf, Clarity Publications, 2009

Thanks and have a great day!

Ed Rehkopf

This weekly blog comments on and discusses the club industry and its challenges. From time to time, we will feature guest bloggers — those managers and industry experts who have something of interest to say to all of us. We also welcome feedback and comment upon the blog, hoping that it will become a useful sounding board for what’s on the minds of hardworking club managers throughout the country and around the world.

Club Resources International - Management Resources for Clubs!

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