Most people preform better when they are held accountable for their effort and results. Unfortunately the term “accountability” carries with it a negative connotation. It is assumed that we hold someone “accountable” for their mistakes or actions. While that is true we can also hold people “accountable” for the things they do right.
Accountability is not about blaming or judging someone. It is absolutely not about punishing someone for a mistake or lack of effort. True accountability is about coaching.
Accountability can fail for a variety of reasons, the most common is that for many leaders accountability is just an off the cuff hallway conversation about “doing better” or “getting on the ball.”
Effective accountability requires a bit of planning and strategy to ensure that the “accountable person” understands what they are accountable for.
Accountability coaching must be clear and concise. An accountability discussion must be just the facts, certainly no exaggeration should be included. The discussion must include exactly what is expected of the person being held to account. It must include exactly when it is expected as well.
As a leader it is your responsibility to help your people succeed. If they don’t have what they need to succeed then all the coaching in the world won’t make a difference. You must ensure that they have the required training, resources and feedback required to succeed. If you can’t, or won’t, provide the tools they need to succeed then you can’t ethically hold them accountable either.
As a leader you should remember that you are their “model” for success.If you’re trying to hold them accountable to a standard that you fail to meet you’re just wasting their time and yours.
You cannot let your emotions disrupt the accountability discussion. The more emotion you display the more emotion the recipient of your coaching will display. When emotions become involved things tend to slide downhill quickly. Deliver your comments in a caring, empathetic way, but keep your emotions in check.
If you’re coaching for improvement then address the issue early, waiting almost always allows the issue to grow. It’s easy to just “let it go” when it’s small but ignoring problems seldom accomplishes anything.
Above all remember to also coach for positive reinforcement. Hold people to account for the good things they do, let them know they have been “caught” performing well and that their efforts are appreciated.
If you coach only for improvement you’re likely negatively affecting the morale of your team. They will get the feeling that they can’t do anything right and soon enough that will be the case. Accountability coaching will require an investment of time on the part of the leader but it is an incredible tool for building future leaders when it’s done well.
Do it well!
5 thoughts on “When to Hold Your People to Account”
Reblogged this on THE STRATEGIC LEARNER and commented:
Good thinking here around an important leadership/management issue.
Thanks for sharing my post John!
Reblogged this on Transformations Life Productions.
Thanks for passing along my post Carly, I appreciate it!