What do great leaders do when a team member says they’ll change… but nothing changes?
You’ve had the first accountability talk. Maybe even a second. And still—you’re stuck in a frustrating loop, repeating yourself while performance stalls. This episode is your next step. Learn how to confidently navigate those tough follow-up conversations without sounding like a broken record—or burning bridges. Here’s what you’ll walk away with:
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A practical 3-step model (A.R.T.) to escalate accountability conversations while preserving trust and connection.
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Exact language to use when behavior doesn’t change—even after promises have been made.
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A clearer path forward, whether it’s coaching improvement or helping someone realize they’re not in the right role.
Hit play now to master the next-level skills that make sure your people follow through—without you losing your soul (or your patience).
For Great Leaders, Why One Conversation Isn’t Always Enough
[00:00] – Setting the Stage
David Dye opens the episode by addressing a common leadership challenge: what to do when a single accountability conversation doesn’t lead to change. This episode builds on part one and introduces an escalation model for real-world leadership.
[01:48] – The Human Side of Accountability
Great leaders understand that everyone sometimes needs more than one reminder. David emphasizes that needing a second—or even third—conversation is a normal part of human behavior, not a sign of failure.
[02:43] – The ART of Advanced Accountability
Enter the ART model: Action, Repetition, Trust. Each stage offers a way for leaders to raise the stakes without damaging relationships. The goal? Drive results while showing respect and care.
[04:45] – Spotting Repetition, Building Awareness
When a team member repeats a behavior, great leaders shift the conversation. David shows how to name the pattern and offer specific examples to spark honest reflection.
[07:24] – Turning Insight Into Commitment
Use powerful language like “Is that a promise you can make?” to invite real ownership. These words help team members pause and consider their role, making the commitment more meaningful.
When Behavior Doesn’t Change—Again
[08:21] – From Behavior to Broken Trust
When someone breaks a commitment, the conversation becomes about trust. David shares how great leaders speak directly but with empathy to encourage accountability without triggering defensiveness.
[09:32] – The Power of Disappointment Over Anger
David explains why approaching with concern—not frustration—leads to better outcomes. A disappointed tone helps team members self-reflect rather than shut down.
[10:57] – Three Outcomes of the Trust Conversation
After the trust-level talk, people either turn the corner, opt out of the role, or continue the pattern. Regardless of the outcome, great leaders guide the process with clarity and compassion.
[12:38] – The Role of Documentation & HR
As accountability conversations escalate, documentation becomes critical. Leaders must work with HR partners to align on policies, ensure fairness, and protect all parties involved.
[14:12] – Why Great Leaders Embrace Escalation
Escalating accountability isn’t punishment—it’s how great leaders show respect for the team. Done right, it builds trust, sets clear standards, and helps every person on the team grow.
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