Leadership Accountability

Ownership and Responsibility to Produce High Quality Results

With clear expectations and enforceable outcomes, Accountability is given and even shared with team members when they are counted on to perform well. People are more inclined to take ownership and responsibility for their results when they understand and align with – what needs to be done, the purpose that the work achieves, and that they have the ability to be successful.

Providing clear expectations is a key part, but only one part. If there is no meaningful purpose and no skills, support, or resources available to succeed, then the expectations just become demands. Having all the tools necessary to win but no clear path on what has to get done or why it matters, leaves people meandering or simply checking boxes. Giving instructions, tools, and staying on top of people just dissolves into micromanagement when they feel no autonomy and mastery of the work.

Effective Accountability requires a combination of vision, autonomy, knowledge, tools, check-ins. The final bow on top for repeatable accountability is recognition and enforceability. If someone performed well they need to be recognized and rewarded somehow to reinforce the positive impact they provided. They earned it and will be expected to continue productive performance. If someone missed the mark they need to face some sort of consequence and be made aware of the negative impact they caused. They will need to correct the issue and will be expected to improve.

Let’s consider how we are doing our part as leaders to be accountable for the results of our teams. Are we setting the team members up for success?