With 29 years of experience, Accountability Pays enables and informs you to make better people decisions from the highest quality assessments and HR technology. Our unique specialty is expanding leaders of teams with leader training, enhancing the effectiveness of intact teams with team building, and providing a cutting-edge HR technology for talent acquisition, succession planning solutions and employee engagement.

See the employee engagement offer below

Talent acquisition is where business success begins, because having the right talent in the right seats on the bus (to paraphrase Jim Collins, Good to Great) is tantamount to success. Effective talent acquisition is one source of competitive advantage, one that can be accomplished efficiently with HR technology.Learn More
Leadership needs to provide an appropriate environment for team building to occur and be successful. In a team, all eyes are on the leader — team members observe what a leader will tolerate. Leadership training will support the chance that the team will align.Learn More
Employee Engagement has stumped a lot of leaders. Gallup says 54% of employees are disengaged and 17% are actively disengaged. As big a leadership issue as employee engagement is, there’s something you can do about it. First notice — if employees don’t like their work, external motivators will make no difference.Learn More
Succession planning means taking care that future leadership succession is in place. And succession planning is difficult to manage without HR technology to support tracking and monitoring high potentials. With the right HR technology, internal careers could be managed all the way down to millennials — who care deeply about their future career paths.Learn More

Testimonials from Clients

… In recent years it became clear that CEOs did not necessarily bring coaching skills with them into their role, so I brought Pamela Stambaugh in to open our quarterly training session with a presentation on how to coach leaders, and how to coach them to be accountable…. Her presentation was so successful and popular that I continued to have her open our quarterly training programs with that same message…
Ruprecht von Buttlar, VP, Business Creation & Development, CONNECT
As you know I resisted tracking leading indicators for fear of becoming a micromanager and from the self-limiting belief that I did not have time to manage the daily activities of my people. In truth, what has actually happened is my strategic time has been freed up as a result of holding everyone more accountable and my conversations with my staff have become much more focused. This has been particularly helpful in light of the current economic conditions and has better enabled me determine where to cut, where to shore-up and in creating a general culture of accountability within the company.
Shannon Erdell, Past President, TLC Staffing
Pamela is an excellent listener and speaker and has led numerous group meetings that have allowed our organization to achieve the goals of productivity, growth and accountability. Specifically we have organized our development group around a new software that allows for improved communications and accountability.
Gerald S. Brand, Past Principal, Fairfield Residential LLC
I hired Pamela to come work with my executive team, knowing we needed to be much more effective as a team.
Pamela Stambaugh’s teambuilding process immediately enhanced our team’s level of trust and open communication which resulted in our team working together more effectively.
Pamela’s one-on-one professional development with each individual team member was unique, efficient and highly valued by everyone…the pre-team meeting individual feedback session allowed for an intimate and highly effective team building event during which each team member could reflect on their personal dynamics and bring that insight to discussing some of our most difficult challenges and situations.
The Harrison Assessment and team building experience six months ago continue to yield positive outcomes and guide our team’s actions and communications six months later! It is our goal to have a second dose of Pamela some time in the future to reinforce what they already have gained in team engagement and to bring our performance up another notch.
Shantie Harkisoon, MD, FAAFP, Program Director, NYMC Phelps Family Medicine Residency Program
I have utilized Pamela on several occasions…. I am especially impressed with the Harrison Assessment™ for ensuring that you minimize your hiring mistakes. I have used this over the years, and I can tell you that the quality of my hiring has improved dramatically since working with Pamela. Pamela’s company offers a variety of services that may not be part of a standard HR approach, but she is definitely a value-add resource.
Randy Jones, Chief Executive Officer, Magma- Mission Technology Group, Inc.
Initially when we adopted the Harrison Assessments Talent Solutions for recruitment, I thought we had the equivalent of a high-end Toyota for hiring. I have learned that I also have the Cadillac for Talent Management!

The Harrison Assessments Talent Solution is the single greatest improvement to our organization’s ability to manage its growth in the last year. It creates important, viable, worthwhile conversations we did not have before in the recruitment process. And I did not just fall off the turnip truck! I have had 10 years as an executive recruiter of high-level positions. With the Harrison Assessments Talent Solutions, we are also expanding our thought process about managing people.

It is a mistake to focus solely on recruitment, tie it all into talent management if you want “A” players and you want to avoid “B” players or worse!

We have widely adopted it in one of our three divisions, pushing utilization down through over 16 distinct business units and a second division has added it to their budget for the next fiscal year, as well as the beginnings of usage by various corporate departments such as internal HR. They are clamoring for it based on the internal feedback and excitement.

Steve Sublett, CEO, CBIZ Special Risk Insurance
We have an annual employee survey for the entire company. It measures many things including employee engagement, satisfaction, manager feedback. Several questions show a very interesting improvement that we would attribute to our session with Pamela. 

 One year later, my team feels that the session with Pamela greatly contributed to the improvements in the following team ratings.
1. “My Manager gives me feedback that helps me improve my performance” scored 80% favorable in 2012 but improved to 95% favorable in 2013 for my team.
2. We were asked to rate the following statement, “In my work group, there is open and honest two-way communication.” The score rose from 68% in 2012 to 80% in 2013.
3. We rated the following statement, “I feel that I am part of a work group that works effectively together.” My team rating in 2012 was 74% and rose to 80% in 2013.
Geoff Hamilton, then Marketing Executive at ThermoFisher (formerly Life Technologies)
employee engagement