Sometimes leaders call me saying they want help to fix their team. That’s always a red flag for me.
A CEO of a west coast food company called me a while back. He said his team lacked accountability and he wanted me to “fix them”. As I asked him questions a disturbing trend appeared: his retention was some of the lowest I’d seen in my 30+ year career.
Even his executive team didn’t stick around—the longest tenure there was under 2 years, and the CEO had been around for over 15 years! What was happening here?
How’s the accountability in your organization? Would you like it to be stronger? If so, then please do this first:
I’ve Seen The Enemy—And It’s Us
It’s because a human isn’t a simple being. We all have parts of ourselves, and some are in conflict with one another. A part of you wants to hold others accountable, yet part of you doesn’t want to be the “the bad guy/gal”.
Here are the top 7 factors that I find prevent, or at best reduce, accountability:
What Actually Increase Accountability
The great news is you can turn around your accountability challenges quickly, due to your own new behaviors:
The Accountability Equation may come in handy too:
Assigner’s (Leader’s) Clear Expectations + Owner’s (Team member’s) Agreement + Personal Celebrations/Conversations (for Team Member) = High Accountability and Ownership
How will you create the conditions for greater accountability?