The Service of Accountability 

Hopefully you’re holding your people accountable for their attitudes, actions and results. Even though no one really likes accountability everyone preforms better when held accountable. But all accountability is not the same. 

Accountability used as a tool to force compliance with “orders” results in the bare minimum being accomplished. Accountability used as an opportunity to excel results in extraordinary accomplishments. 

When used as a compliance tool the accountability discussion can quickly turn confrontational. So quickly that many mangers simply don’t hold their people accountable. Except for once a year during their annual review. Then they dump of year’s worth of subpar performance on the unsuspecting employee. 

When accountability is provided as a service the discussion looks very different. Authentic Leaders ask their people to hold themselves accountable. If the team member was unsuccessful in accomplishing their tasks then the leader can help. They can provide “along the way coaching” to help the team member succeed.

When the annual review happens there are no surprises. No difficult conversations and no mountains of improvement needed from either party. Because accountability has been established throughout the year the “review” is actually a review. Determining what worked particularly well and what could work even better. 

Many managers do everything they can to avoid conflict with their people. Even if it means allowing them to flounder their way to failure. Authentic Leaders know that one of the best ways to minimize conflict is to help their people hold themselves accountable. 

Authentic Leaders set up annual or quarterly accountability plans with their people. Each team member knows exactly what is expected of them. The required outcomes are crystal clear. Accountability is understood to be an escalating process. If the team member was not able to hold themselves accountable then their leader will serve as an accountability partner to ensure their success. 

The difference between accountability as a method for forcing compliance and as a service to develop people is mindset. 

Never underestimate the ability of your people to ferret out the motives for your actions. If you’re using accountability for your benefit they will know it and fight it. If you’re using accountability to help them grow and succeed they will realize that as well and they will be much more accepting of it. They will in fact commit to continuous improvement. 

Compliant people might get the job done. Committed people will get the job done and they will do it well. Which would you rather have? 

Accountability should never be used as a club to punish someone for poor performance. It should be used as a tool to guarantee success. 

How do you use accountability?

Look and Listen

One of the primary responsibilities of leadership is to coach the people you lead. We coach to reinforce positive behavior, we coach to motivate, and sometimes we must coach for corrective action. 

Most often that coaching is in the form of talking. We advise, we suggest, and hopefully not very often, we tell. 

So here’s two pieces of advice for the next time you find yourself in a coaching situation. 

First listen to what you’re saying. I’m serious about that…really listen. In fact, record the conversation and when you play it back listen to what YOU said. Listen to the tone of your voice. Were you speaking in positives and possibilities or were you speaking in negatives and consequences? 

Were you specific in why you’re coaching or did you leave the person you were coaching wondering what the conversation was really about. If you were coaching for corrective action were you very very specific in what needs to change and when? Were you crystal clear in how that change would be measured? Did you leave doubt about your expectations? Any doubt leaves a gray area. Coaching for corrective action requires that you “paint” your expectations in black and white as much as possible.

It’s important to know that when you allow gray areas while coaching for corrective action you give people a place to hide from responsibility. Shades of gray make for a mighty comfortable place to hide from change as well. 

More important than listening to yourself is looking at yourself. As a leader your people will do what you DO far faster than they will do what you SAY. If you’re coaching them towards a better attitude and your attitude sucks then all the words in the world aren’t going to change their attitude. 

As their leader YOU are their model for successful behavior. Whether you realize it or not, YOU are leading by example. If your words do not match your actions then your people will have to make a choice.

Do they do what you say or do they do what you do? They may not believe what they hear but they almost always will believe what they see. 

They will do what you do!

If you’re going to help your people trust what you say then your actions MUST match your words. If you force them to make a choice between “say” or “do” they will choose do and your chances of truly leading them will go the way of the dodo bird.

In both cases, listening to yourself and looking at yourself, you need to be completely honest. Authentic Leaders do not lie to themselves. Do not cut yourself an ounce of slack, if you think your tone was too negative then fix it. If you find that your actions are not a mirror image of your words then change your actions or change your words. 

They MUST match. 

Remember, you may hold a leadership position but your journey to Authentic Leadership never stops. You can and should continue to learn and grow, exactly like the people you lead.

Your Best Coach

I write from time to time on the importance of having a coach or a mentor. The best mentors show you what to do and how to do it. They don’t do it for you.

At some point all successful people did something to make themselves a success. They likely had a coach or mentor but they had to make the effort to act on the advice they received. THEY HAD TO ACT THEMSELVES!

Taking action to accomplish something requires a whole different kind of coach. It requires a “self-coach.” That would be you!

At some point you must push yourself. You must accept responsibility for your actions and decisions. What you’re taught can’t help you if you don’t apply it. The best advice in the world falls flat if you don’t use it.

If you do nothing then nothing is exactly what you should expect in return.

If you’re a good self-coach then you’re setting goals for yourself. Long-term, medium-term goals and short-term goals. Those short-term goals can be daily or even hourly. As an excellent self-coach you turn large, seemingly insurmountable tasks into a series of smaller tasks that you can accomplish on a daily or weekly basis.

That old city in Italy wasn’t built in a day and neither is long-term success. Doing a little each day will most definitely help you achieve a lot over time.

That’s the best thing about being/having a great self-coach…they are with you every day, all day.

The challenge with your self-coach, or your inner-coach, or whatever you want to call it, is the same as it is with a mentor or outside coach. You MUST listen to their advice and then act on it.

A single pound of action is worth more than a ton of good intentions. One thing highly successful people have in common with less successful people is that they both have good intentions. What most often separates the highly successful people from the less successful is that the most successful people act on those intentions.

So follow this coaches advice and ACT!

Do You Have the Time to Lead?

I consistently hear leaders, or perhaps I should say people in leadership positions, say that they cannot afford the time required to mentor, coach and develop their people. They are too “busy” doing other things. 

 

These types of leaders frequently say that their people are their organization’s greatest asset. Watch them for a week however and you would see almost no evidence to backup that statement.

 

Leaders who believe they cannot afford the time to develop their people miss the fact that the primary responsibility of leadership is building people. 

 

Leaders don’t lead companies, they lead the people who make up the company. Leaders don’t lead budgets, they lead the people who manage the budget. Leaders don’t lead plans, they lead the people who follow the plans. 

 

Everything in an organization or business is managed except for the people. The people within an organization or business are responsible for every bit of that organization’s success. Those people need leadership. 

 

Authentic leaders understand that they manage things and lead people. They know that the difference between leadership and management is far more than semantics. They realize that people who feel managed will be significantly less engaged. The morale of people who feel managed will be lower then the morale of people who are led. The growth of people who are led is much greater than that of people who feel managed. In fact, people who are managed have virtually no real growth opportunities. 

 

If you’re in a leadership position and you are not investing a significant portion of your time to coach, mentor and develop the people you lead then you are missing the boat on leadership. 

 

Developing your people is not a question of having the time. It is a question of priorities. If you’ve been telling yourself that you don’t have the time to lead then perhaps your priorities are a bit off. 

 

Make developing your people the priority it needs to be and your leadership will have no end. Fail to develop your people and your leadership will have no beginning. 


The choice is yours to make. Will you choose to Lead Today?


Your Greatest Competition

I like competitive people. I like people who enjoy winning. I’d hire people who hate losing. The desire to compete creates the opportunity to succeed. 

 

While the desire to complete is key understanding who your competition is can be even more important. Successful competitors believe their competition is some other person or some other organization. The most successful competitors know that their greatest competitor is the person they see in the mirror each morning. 

 

Too many people try to be better than someone else. The most successful people worry less about other people and more about themselves. They focus on what they can control and the only thing they have complete control over is themselves. They work to be better tomorrow than they are today. They know that even if it’s only a little better that a lot of littles add up to something big. 

 

The most successful people invest in themselves to ensure consistent improvement. They read more than less successful people. They find training, not just to shore up their weak spots but to further strengthen their strengths. 

 

The most successful people have a coach or a mentor because they know a second sets of eyes, a second opinion and a second set of experiences can make a world of difference in competitive situations. 

 

To be more successful don’t worry about what someone else is doing. You have little to no control over them. Focus on yourself, focus on what you can control. Focus on making yourself a little more effective each day. 


Be better tomorrow than you were today because all those tomorrows create for you the opportunity to put distance between yourself and any competitors not named you.


Your People NEED to Know

Most organizations know how important it is to provide feedback to their people. That is why they schedule an annual review for all of their people. In some organizations it is a very formal process and in others it is far more casual. 

 

Good leaders will keep track of the strengths and weaknesses of their people throughout the year so they can provide meaningful feedback during the review process. 

 

Great leaders would never do that. 

 

Great leaders wouldn’t do that because they provide feedback for their people constantly. They don’t wait for a review process. They help their people grow everyday. They don’t just tell their people how and what to do, they show them.

 

Great leaders are models of successful behavior. 

 

These same great leaders know that their people not only want to know how they are doing, they need to know. They need to know whether or not they are meeting the expectations of their leader. They need to know that their performance is making a difference for the organization. They need to know they would be missed if they were to leave. 

 

And they need to know all of that more than once a year. Way more. 

 

If you’re a leader who waits for an annual review to give feedback to your people then you’re limiting their potential for success. You’re causing unneeded stress which often leads to lower productivity. 

 

I recommend you schedule time in your day to provide consistent meaningful feedback in a casual setting. Your people will appreciate your insights. They will appreciate the consistency. They will appreciate knowing… knowing that they are making a difference and knowing that they are doing it in a way that is recognized. 

 

They will even appreciate knowing where they may be falling short. 


Don’t wait to provide feedback because your people need to know!

Are You’re To Critical?

I’m betting there are a whole lot of people who, even if they are reading this sentence, are only paying partial attention to it.

 

They are only partially focused on it because they can’t get past the poor spelling in the title. The two mistakes in the title have tainted the entire post for them. Some people won’t read the post at all because of the grammar issues. They assume that there is little to learn from anyone who uses “you’re” where “your” should have been used. Using “to” in place of “too” likely sent them over the edge. 

 

Thank you to those of you who have hung around long enough to give me a chance to explain. 

 

The “mistakes” in the title are not really mistakes. I used those words to make a point. The point is that when we are too critical of other people we lose the opportunity to learn from them.

 

The most open minded successful people look past imperfections and use what they can to learn from everyone they meet. They realize that just because someone may misuse a word here and there or misspell a word now and then it doesn’t mean that everything they say or write should be dismissed. 

 

No one is perfect, no one knows everything and everyone makes mistakes. It doesn’t mean that they are not knowledgeable or that their opinion is less valuable than anyone else’s. 

 

The most successful people and the most effective leaders know that everyone knows something that they don’t. That means they can learn from anyone and that’s exactly what they do. 

 

Every viewpoint and opposing opinion teaches you something if you can keep an open mind. In fact, you’ll learn more from people who think differently than you then you’ll ever learn from people who think just like you. 

 

Yes, typos, misspelled and misused words distract from the message. Using the wrong word in a presentation or a sentence lessens it’s impact but….. for a leader those are coaching opportunities, not a reason to dismiss the entire message. It most certainly does not diminish the value of the person making the mistake.  


Anybody can find fault with someone else, it takes a leader to see the strengths in everyone. If you’re focusing too much on the mistakes of others you’re also making it much harder to learn from what they do well. That is YOUR mistake and one that YOU should work on before you try eliminating the mistakes of others.