How can you ensure team accountability?

For me, the crux of team accountability lies in empowerment and trust. It's crucial to give team members the space to own their roles and showcase their expertise. Micromanaging hinders this. By hiring competent individuals who align with our values and allowing them the freedom to excel in their specialties, we can truly tap into their potential. Hence, accountability is a two-way street, starting and ending with leaders and managers. The right hiring and a culture of trust can let people shine in their unique ways.

Picture this: Imagine your team as a flock of vibrant, soaring kites. To ensure accountability, begin by weaving an interconnected network of strings, representing clear expectations and goals. Each kite, symbolizing a team member, holds a distinct color and design, representing their unique contributions. For accountability, you need steady winds of communication and trust. These winds keep the kites soaring together, constantly adjusting their paths to maintain synchrony. Encourage open dialogues among team members, fostering a culture where feedback flows freely. So, teams accountability, thrives on clear connections, steady winds of communication, celebrating successes, and adaptability to unforeseen circumstances.

Desde mi visión el famoso "accountability" viene dado por conocer al equipo y conocernos, ya que con ello puedo definir con claridad las expectativas y que estas sean realistas. Recomiendo la lectura del libro Elon Musk, se habla muchísimo sobre expectativas y la realidad de las mismas, y lo que significa no poder tiempos realistas, los costos que tiene más allá de la replanificación y la motivación del equipo

Clear expectations act as the foundation for accountability. Imagine expectations as the compass that guides a ship through a vast ocean. By setting clear expectations, you provide your team with a shared understanding of goals, roles, and responsibilities. This not only prevents misunderstandings but also empowers team members to take ownership of their tasks because they know exactly what is expected of them.

Inicialmente el equipo debe sentir la pertenencia; el acompa?amiento del líder y de sus compa?eros. Luego mostrarle en la practica a donde se quiere llegar y como; para luego darle su responsabilidad...hacerle ver que su trabajo; aporte; colabora para llegar a los objetivos propuestos.

Think of monitoring as the dashboard of a spaceship. Just like astronauts constantly check their instruments to ensure they're on course, monitoring progress and results allows you to track whether the team is moving in the right direction. Regular check-ins help you identify any deviations early on, making it easier to course-correct and prevent small issues from becoming major problems.

Existen diferentes metodologías y formas de medir indicadores, más creo que es importante la comunicación y la confianza del equipo, con la finalidad de levantar la mano a tiempo; podemos tener reuniones periódicas de revisión de indicadores, más si el equipo no tiene la confianza suficiente para levantar la mano a tiempo, los temas van a "explotar" de todas formas

Un cliente una vez me dijo, fui a un curso donde me dijeron que tenía que empoderar al equipo, así que asigné todas mis tareas a ellos; a lo que respondí, ?pero primero los acompa?aste en el proceso?, muchas veces se empodera sin conocer al equipo, ni menos si la persona asignada tiene las capacidades, es por ello que "hacerse cargo" o empoderar, va más allá de solo "desligarse" sino más bien, tiene que ver el apoyar al equipo, desde el mentoring, coaching en las primeras instancias para que después lo hagan solo.

Empowerment is like nurturing a delicate plant. When you provide your team with the autonomy to make decisions and take ownership of their work, it fosters a sense of responsibility and commitment. Alongside empowerment, support is like the sunlight and water that help the plant grow. Offer resources, guidance, and encouragement to ensure your team feels capable and motivated to fulfill their responsibilities.

Accountability is not about blame; it's about responsibility. Picture accountability as the keystone in an arch, holding everything together. When individuals understand that their actions have consequences and that they'll be held accountable for their commitments, they are more likely to follow through. It also creates a culture of trust, where team members can rely on each other to do their part.

Continuous improvement is akin to the evolution of a species. Just as organisms adapt to changing environments, teams should adapt and enhance their processes and skills. Encourage your team to reflect on their performance regularly, identify areas for improvement, and implement changes. This fosters a culture of learning and innovation that helps the team stay relevant and successful over time.

Consider reviews and reflections as the mirrors in a dressing room. They allow the team to see themselves objectively and make adjustments as needed. Regularly scheduled reviews and reflections create a space for open and honest discussions about successes, challenges, and lessons learned. This process promotes self-awareness and collective growth.

In addition to the core steps mentioned above, it's crucial to consider individual strengths and weaknesses within the team. Recognize that accountability may look different for each team member. Some may need more support, while others thrive with greater autonomy. Tailor your approach to accommodate these variations. Also, be mindful of external factors that can impact accountability, such as changes in project scope or unexpected challenges. Flexibility and adaptability are key to maintaining accountability in dynamic environments.

Todos estos pasos son fundamentales y sí o sí deben hacer parte del día a día en el trabajo de equipo. Sin embargo para que realmente un equipo trabaje y obtenga resultados, es necesario que exista empatía, compasion, comprensión de las diferencias que como Seres Humanos se tiene. Las actuaciones individuales provienen de nuestras experiencias, interpretaciones, emociones y pensamientos negativos/positivos que inciden inconsciente e involuntariamente, en los resultados. Trabajar el Ser antes que el Hacer es una prioridad para todos. Somos parte del problema y de la solución y compete a cada uno aportar el cambio que se requiera y el apoyo y comprensión a sus compa?eros en su tarea para lograr los resultados colectivos. gracias