Accountability Resources | Star Chart
One additional accountability resource that we have is the star chart. The star chart has three independent axes and with the star chart allows us to do is to further define and identify issues within accountable events, meaning as we go through the forgiveness model, as we go through problem-solving, as we go through this collaborative event among members of the team. There’s never a circumstance where we want to share an accountable event. When something happens, we want one person to be assigned to one accountable event.
If there’s ever a circumstance where we have two people that are sharing one accountable event, it means we probably have not adequately defined, how complex is this accountable event. Why were you actually involved in this event? Why was I involved in this accountable event? And it takes us through a process very similar to the root cause problem-solving method and root cause is a way in which we can identify actual specific problems. A very simple way of running through root cause is talking and asking why?
Why did this happen? Why did this happen? Why did that happen? Why were these things related to one another? But when we have to sort of expand out our understanding of individual thought process and interpersonal conflict and inefficient process, it takes more for us to have a very deliberate conversation. And that’s, of course, where the star chart comes in. On the star chart, there’s two widely known variables on the vertical axis of the star chart is performance and potential.
But these two variables don’t actually provide enough context when there is a failure in performance, when there is an accountable event, if a policy wasn’t upheld or the expectation of care didn’t meet a standard. The question is why? Why are we having issues within performance?
And thats as you sort of move around the star chart, there are other variables on there. The next one is competence and confidence. Are we competent to do a task? We know how to do the task, but maybe we’re not confident enough to actually use those skills. As you kind of move around the chart more, maybe when we have problems, it’s a matter of consistency or clarity. Maybe we’re doing it the same way every time, but we actually don’t know why we’re doing it that way.
We’re not clear on the process.
We’re not clear on why we should be doing that, which then makes it difficult for us to train other people by saying, well I don’t know why I do this. It’s just the way that I do it. The star chart is actually a tool for us to communicate and problem solve, to identify if there’s other issues sort of hidden within that one accountable event.