- comments-icann-accountability-13nov17@icann.org

[Comments-icann-accountability-13nov17] Ratified: ALAC Statement on the Recommendations to Improve ICANN Staff Accountability
by ICANN At-Large Staff Jan. 19, 2018

Jan. 19, 2018

Dear All, Kindly find attached the ratified ALAC Statement on the Recommendations to Improve ICANN Staff Accountability. Content of the statement is unchanged. Ratification information has been included on the cover page. ICANN Policy Staff in support of the At-Large Community E-mail: staff(a)atlarge.icann.org<applewebdata://9BEE4BD3-3BA8-41A9-B2F5-9050F9107F95/staff@atlarge.icann.org> Website: atlarge.icann.org<applewebdata://9BEE4BD3-3BA8-41A9-B2F5-9050F9107F95/atlarge.icann.org> Facebook: facebook.com/icann<applewebdata://9BEE4BD3-3BA8-41A9-B2F5-9050F9107F95/facebook.com/icannatlar…>atlarge<applewebdata://9BEE4BD3-3BA8-41A9-B2F5-9050F9107F95/facebook.com/icannatlar…> Twitter: @<applewebdata://9BEE4BD3-3BA8-41A9-B2F5-9050F9107F95/@ICANNAtLarge>ICANNAtLarge<applewebdata://9BEE4BD3-3BA8-41A9-B2F5-9050F9107F95/@ICANNAtLarge>

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[Comments-icann-accountability-13nov17] ICANN Board comments on Staff Accountability report
by Patrick Dodson Jan. 16, 2018

Jan. 16, 2018

Submitted on behalf of the ICANN Board. -- Patrick Dodson Multistakeholder Strategy and Strategic Initiatives (MSSI) Internet Corporation for Assigned Names and Numbers (ICANN) Mobile: +1 503.863.1715 patrick.dodson(a)icann.org<mailto:Patrick.dodson@icann.org> www.icann.org

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[Comments-icann-accountability-13nov17] RrSG Response to Recommendations to Improve ICANN Staff Accountability
by Zoe Bonython Jan. 15, 2018

Jan. 15, 2018

Hello, On behalf of the Registrar Stakeholder Group (RrSG), please find the attached comment on the Recommendations to Improve ICANN Staff Accountability. Kind regards, Zoe Bonython RrSG Secretariat

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[Comments-icann-accountability-13nov17] GNSO Intellectual Property Constituency (IPC) Comments re: Recommendations to Improve ICANN Staff Accountability
by Brian Scarpelli Jan. 14, 2018

Jan. 14, 2018

See attached for comments of the GNSO Intellectual Property Constituency (IPC) on the comment opportunity titled Recommendations to Improve ICANN Staff Accountability. If the IPC can be of further assistance on this matter please let me know. Best regards, Brian Scarpelli Senior Policy Counsel 517-507-1446<tel:517-507-1446> | bscarpelli(a)actonline.org<mailto:bscarpelli@actonline.org> ACT | The App Association

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[Comments-icann-accountability-13nov17] Business Constituency (BC) comment on WS2 Recommendations to Improve ICANN Staff Accountability
by Steve DelBianco Jan. 14, 2018

Jan. 14, 2018

The ICANN Business Constituency (BC) submits the attached comment on Work Stream 2 Recommendations to Improve ICANN Staff Accountability. ( ICANN comment page at https://www.icann.org/public-comments/accountability-recs-2017-11-13-en ) This comment was drafted by Stephanie Duchesneau, with edits by Marilyn Cade and Steve DelBianco. It was approved in accord with the BC Charter. — Steve DelBianco Vice chair for policy coordination ICANN Business Constituency

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[Comments-icann-accountability-13nov17] Ratification Pending: ALAC Statement on the Recommendations to Improve ICANN Staff Accountability
by ICANN At-Large Staff Jan. 12, 2018

Jan. 12, 2018

Dear All, Kindly find attached the ALAC Statement on the Recommendations to Improve ICANN Staff Accountability. In the interest of time, the ALAC Chair requested that the Statement be transmitted to the ICANN public comment process with a note that the Statement is pending ALAC ratification. ICANN Policy Staff in support of the At-Large Community E-mail: staff(a)atlarge.icann.org<applewebdata://9BEE4BD3-3BA8-41A9-B2F5-9050F9107F95/staff@atlarge.icann.org> Website: atlarge.icann.org<applewebdata://9BEE4BD3-3BA8-41A9-B2F5-9050F9107F95/atlarge.icann.org> Facebook: facebook.com/icann<applewebdata://9BEE4BD3-3BA8-41A9-B2F5-9050F9107F95/facebook.com/icannatlar…>atlarge<applewebdata://9BEE4BD3-3BA8-41A9-B2F5-9050F9107F95/facebook.com/icannatlar…> Twitter: @<applewebdata://9BEE4BD3-3BA8-41A9-B2F5-9050F9107F95/@ICANNAtLarge>ICANNAtLarge<applewebdata://9BEE4BD3-3BA8-41A9-B2F5-9050F9107F95/@ICANNAtLarge>

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[Comments-icann-accountability-13nov17] Valideus Comments on Staff Accountability Recommendations
by Susan Payne Jan. 12, 2018

Jan. 12, 2018

Please see the attached comments. Susan Payne Head of Legal Policy | Valideus Ltd 28-30 Little Russell Street London, WC1A 2HN, United Kingdom Liability cannot be accepted for statements made which are clearly the sender's own and not made on behalf of Valideus Ltd. This message is intended solely for the addressee and may contain confidential information. If you have received this message in error, please send it back to us, and immediately and permanently delete it. Do not use, copy or disclose the information contained in this message or in any attachment. Valideus Ltd is registered in England and Wales with company number 06181291 and VAT number GB 272 9057 85. Our registered office is at 28-30 Little Russell Street, London, WC1A 2HN.

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[Comments-icann-accountability-13nov17] Registries Stakeholder Group (RySG) comments on Recommendations to Improve ICANN Staff Accountability
by stephvg Jan. 12, 2018

Jan. 12, 2018

Please find attached, in PDF format, the Registries Stakeholder Group (RySG) comments on Recommendations to Improve ICANN Staff Accountability. In the interest of time, the RySG did not conduct a formal vote on these comments. They were circulated and debated on our mailing list, with no member expressing opposition to their submission. Please do not hesitate to contact me or any member of the RySG Executive Committee should you have any questions. Best regards, Stéphane Van Gelder RySG Vice Chair (Policy)

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[Comments-icann-accountability-13nov17] Staff Accountability
by Kris Seeburn Jan. 8, 2018

Jan. 8, 2018

From ALAC - AFRALO Perspective I just wanted to add something important to the whole list. Describing all these annexes and so on is great but the most important things is and also personal view. I would like to see ICANN accountability is a very clear cut way. I am unsure where these will fit but i would really like to ensure that not everything either is board or staff or community. It is a shared responsibility. So i’d let staff see best fit on this. “How do I get people/staff to be more accountable for results?” Accountability is not simply taking the blame when something goes wrong. It’s not a confession. Accountability is about delivering on a commitment. It’s responsibility to an outcome, not just a set of tasks. It’s taking initiative with thoughtful, strategic follow-through. And it’s necessary at all levels of the hierarchy. Executives high on the org chart can’t really be accountable unless the people who report to them also follow through on their commitments. Getting angry with people when they fall short is not a productive process for holding people accountable. It almost always reduces motivation and performance. So what can we do to foster accountability in the people around us? We need to aim for clarity in five areas: Clear expectations. The first step is to be crystal clear about what to expect (if in doubt clear doubts - there should be no ambiguity at all before starting work or else). This means being clear about the outcome you’re looking for, how you’ll measure success, and how people should go about achieving the objective. It doesn’t all have to come from you. In fact, the more skilled your people are, the more ideas and strategies should be coming from them. Have a genuinely two-way conversation, and before it’s over, ask the other person to summarize the important pieces — the outcome they’re going for, how they are going to achieve it, and how they’ll know whether they’re successful — to make sure you’re ending up on the same page. Writing out a summary is a good idea but doesn’t replace saying it out loud. Clear capability. What skills does the person need to meet the expectations? What resources will they need? If the person does not have what’s necessary, can they acquire what’s missing? If so, what’s the plan? If not, you’ll need to delegate to someone else. Otherwise you’re setting them up for failure. Clear measurement. Nothing frustrates leaders more than being surprised by failure. Sometimes this surprise is because the person who should be delivering is afraid to ask for help. Sometimes it comes from premature optimism on both sides. Either way, it’s completely avoidable. During the expectations conversation, you should agree on weekly milestones with clear, measurable, objective targets. If any of these targets slip, jump on it immediately. Brainstorm a solution, identify a fix, redesign the schedule, or respond in some other way that gets the person back on track. Clear feedback. Honest, open, ongoing feedback is critical. People should know where they stand. If you have clear expectations, capability, and measurement, the feedback can be fact-based and easy to deliver. Is the person delivering on her commitments? Is she working well with the other stakeholders? If she needs to increase her capability, is she on track? The feedback can also go both ways — is there something you can be doing to be more helpful? Give feedback weekly, and remember it’s more important to be helpful than nice <https://hbr.org/2011/03/dont-be-nice-be-helpful/>. Clear consequences. If you’ve been clear in all of the above ways, you can be reasonably sure that you did what’s necessary to support their performance. At this point, you have three choices: repeat, reward, or release. Repeat the steps above if you feel that there is still a lack of clarity in the system. If the person succeeded, you should reward them appropriately (acknowledgement, promotion, etc.). If they have not proven accountable and you are reasonably certain that you followed the steps above, then they are not a good fit for the role, and you should release them from it (change roles, fire them, etc.). These are the building blocks for a culture of accountability. The magic is in the way they work together as a system. If you miss any one, accountability will fall through that gap. Kris Seeburn seeburn.k(a)gmail.com www.linkedin.com/in/kseeburn/ <http://www.linkedin.com/in/kseeburn/>

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