Your commitment to accountability has always been evident as a leader. Despite your familiarity with accountability, it is sometimes misunderstood. Some leaders believe that certain strategies will help hold them accountable, but they can actually have the opposite effect.
For instance, hardworking bosses continually check-in and monitor their team members’ productivity and performance … but to a degree that is actually obsessive, disempowering their team members, consequently, leading to members team members feeling distrusted.
There is a big difference between asking what people have worked on and telling them how to do every step along the way.
While accountability delivers results and breeds responsibility, however, don’t let the double-edged sword of accountability cut you.
So what’s your role in building and sustaining an accountable culture? Here are some tips:
💧Demonstrate the value of responsibility to your team
💧Avoid punishments & penalties
💧Offer consistent & actionable feedback
💧Talk data and facts
💧Stop blame games and nip victimhood
💧Timely communication is the key
💧Meet regularly and discuss the current priorities
💧Ensure there are no roadblocks that you can help remove
💧Document and distribute the discussion
💧Follow up on the deliverables for both you and them
💧Discuss how what you are asking for applies
💧Put a dedicated accountability system in place
💧Train & develop your people
💧Delegate responsibility as per skill & choice (whenever possible)
💧Recognize & reinforce the wins
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