Accountability and Leadership

Being a leader is hard work. My executives at times struggle with holding others accountable. They tend to either rescue the individual by doing their work or “writing them off.” Neither helps the individual, the team or organization.

The basis of accountability:

Clearly state the expectations and your success outcomes for the assignment and role. Have a dialogue to ensure there is understanding.

Ask them what they need from you for success.

Check-in with them for updates and progress – avoid micro-management and abdication. Give sincere praise and encouragement if they are on track. Talk about corrective action, if needed.

At the first sign something has run amuck; ask questions to seek out the why.

Was it lack of resources, time or coaching or was it negligence or oversight? Do not let things fester.

Give corrective feedback as needed. If the same situation arises, confront head on immediately and give appropriate consequences. If they choose not to improve, then take needed corrective action. If they do improve, give them positive feedback for the change.

Accountability for performance always begins with you. You set the standards.

 

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