What is accountability? One dictionary definition says “the obligation of an individual or organization to account for its activities, accept responsibility for them, and disclose the results in a transparent manner.” Sounds easy right? Not really.
To be accountable, a person needs to be clear about what they plan to do, execute on that plan, and let the team know when it’s done. Here’s the tricky part: Accountability goes both ways. If we want our team to perform well, everyone must be accountable, not just one or two leaders.
As leaders, we need to promote shared accountability by asking for updates on goals or assigned tasks, while also giving updates on our own responsibilities. When we share our own progress updates, in parallel with asking for a team members progress, it removes some of risk of sounding critical, or too concerned with the progress of their tasks. Also, if we laid out clear priorities and expectations early on, as we always should, holding others accountable is much easier. Patrick Lencioni writes, “Once we achieve clarity and buy-in, it is then that we have to hold each other accountable for what we sign up to do, for high standards of performance and behavior. Its not uncommon to shy away from holding others accountable because of the discomfort it causes. Teams that are not held accountable push out project deadlines, create unnecessary pressure on leaders who now need to control the project, settle for mediocrity, and create tension between team members. These are not results we want for our organization!”
Teams that are accountable benefit in ways that bring poor performers up to speed, and strive to improve. If not, it becomes obvious who is not rowing in the same direction as the rest of the team. Problems with projects are identified quickly, often with plenty of time to make the necessary corrections to get back on track. Team members learn to respect each other when they are held to the same standard as everyone else. Management, leadership, and team members feel like they are in this together. No one wants to watch someone fail if the entire team is at risk. Perhaps one of the easiest ways to share accountability is to just “ask”. “Ask” how the project is going. “Ask” if you can be of any help if someone is experiencing a roadblock. Questions can open the door to communication without sounding critical. Showing a genuine interest in another’s progress, while acknowledging their accomplishments, gives people a chance to feel pride in their achievements.
Accountability is a beautiful thing if you use it to your team’s advantage!
