Often times, you’ll see and hear the word ‘accountability’ being pushed as a company’s core value. This is one of those tenets that are often said, but subjectively practiced. As simple as it may seem though, this can have a serious negative affect on organizational culture. It’s also really important ourselves to practice what we preach. So, in today’s blog post we’ll talk about how to hold your team more accountable. Ready, set, go!
Tough Love Encourages Accountability
Many a Hollywood sports movies praise tough love as the tool to get the gold. The reason is simply because it works; the challenge is though, emotionally speaking, it can be tough to execute. Throughout my career, I’ve come across leaders who prefer a non-confrontational relationship with their team members. The challenge with this approach is that holding a team member accountable is often lost in nice banalities. Not calling a spade a spade is ineffective leadership.
As a leader, you are the coach and like all those great sports movie, it’s on you to motivate and educate-even at uncomfortable times. Let me tell you,
“…when you think about it, many great people in this world can point back to a person in their life that pushed them more than anyone else—the one who held their feet to the fire and provided “tough love” motivation that may have appeared harsh—but at the end of the day they made them who they are today.”
Nathan Jamail, Author and Keynote Speaker
The intent of accountability is not to be malicious. It’s about prioritizing the greater good of the organization and teaching your employees responsibility for their own actions.
The Three Main Steps to Build Better Accountability
Over the years I’ve practiced three key steps to encourage better accountability in the workplace. In fact, they work so well, I still teach them in my coaching sessions with various company leaders. They’re simple but effective; allow me to break it down for you.
- Lead by example
- Make it visible
- Make it an ultimatum
1. Lead By Example
Do not let the disease of accountability myopia get to you. When you commit to a decision, stick to it. One great tip is to practice public accountability. Not only will you get the message across by saying it publicly, but psychologically speaking, you are more likely to stick to it.
Manage expectations by writing it down for the team. Clearly outline your expectations for them but also write down what they can expect from you. Everybody must understand their roles and responsibility, so have a clear line of sight to what they are going to be held accountable to. By practicing this yourself, you are setting a standard at all levels for acceptance and follow through.
In the expectations given to your direct reports, your boss and anybody else that has influence on you, make it clear that they should hold you accountable to holding others accountable. Trust that those that really care will let you know when you are not doing something you are supposed to be.
Nathan Jamail, Author and Keynote Speaker
2. Make it Visible
Write it down and post it on a wall for all to see. This can include making it a part of your organization’s core values or mission statement. In order to honor this sentiment, the goal is to avoid the trap of, ‘out of sight out of mind’. Use posters, branded items or even post-its, just place it somewhere prominent where all can see it. A few good places for these signs can be company breakrooms, training spaces and even the main entrance.
3. Make it an Ultimatum
Mean what you say and do what you say, there can be no exceptions! As an effect leader, much of what you say hinges on follow through, this is the only way to make it work. Apply rewards and consequences, be sure to highlight those with excellent follow through.
“Make accountability an urgent task, by understanding every time you don’t do it, the company, the team and you could have huge consequences, and worst of all you won’t see them until it is too late. Like a high school student who doesn’t prepare for a test, they don’t see the first 7 days, but they will see when they flunk the test, flunk the class and flunk the grade.”Nathan Jamail, Author and Keynote Speaker
To wrap up, let me remind you once again that accountability must be present for an organization to run effectively. Promoting an environment of accountability is something that must be practiced and upheld by leaders on a daily basis. After all, when accountability becomes a core principle, it is no longer a decision—it becomes the law, and it is our laws that creates successful actions and winning teams.
Want more helpful tips on being an effective leader? Check out my book, Serve Up, Coach Down and my other bestselling novels here.
