When you hear the words ‘hold your direct reports accountable’, do you cringe? If so, you are not alone. Accountability has often mistakenly been regarded as a system of strict oversight, rewards, and punishments. This is so unfortunate! Because accountability, when effectively implemented and executed, can be a collaborative model of responsibilities shared by teams and individuals, fostering a stimulating atmosphere of ambition, enthusiasm, and opportunity. When leaders and their teams incorporate accountability tools (such as scorecards) and language (in meetings and discussions) into regular practices, the word, accountability, will no longer have negative connotations. It will be recognized as a positive and collaborative process, essential to ensuring that goals are met and decisions are followed through.
Commit to Accountability:
In the Character Culture Performance Cycle, Commit to Accountability follows ‘
Create Clarity’, Once all team members are clear about how their role supports the organization’s purpose and strategic goals, the next step is to engage them in the process of Accountability.
The following questions, used during a one-on-one coaching session, will help you begin an accountability discussion with your direct reports:
1. How do you measure your progress?
2. What role do you want me to play, as your leader, in acknowledging your progress?
3. How would you like me to clarify any opportunities for you to have even more success?
TIP: Think of your coaching session as an opportunity to ‘flip’ your direct report’s perspective from one of you holding them accountable to them holding themselves accountable. It will make a powerful difference!
Read more about the Character Culture Performance Cycle in my just-released book:
Building a Character Culture for trust and results in the workplace.
