Your team is falling short on accountability. How can you guide them to take ownership of their performance?

Esta es la parte que a los líderes más les suele costar, no es fácil ponernos a pensar en qué es lo que realmente necesitamos del equipo. Algunas preguntas que ayudan a esta reflexion pueden ser: ?Qué valores quiero que refleje mi equipo en sus acciones diarias? ?Qué acciones demostrarán esos valores? ?Qué nivel de autonomía y toma de decisiones espero que cada nivel de seniortiy de mi equipo tenga en el departamento? En concreto?en qué áreas del trabajo diario consideras que sería más beneficioso otorgarle autonomía? ?Qué tipo de apoyo y recursos puedes proporcionarle para ayudarles a cumplir con tus expectativas? ?Qué medidas de seguimiento y feedback utilizarás para saber que están cumpliendo con las expectativas establecidas?

Setting clear expectations is the foundation of accountability. From my experience, the key is to involve the team in the process. Start by asking, "What do you think success looks like for this project?" This question encourages team members to articulate their understanding and align their goals with the team's objectives. Use visual aids like flowcharts or timelines to map out roles and responsibilities. This clarity helps everyone see where they fit and what they need to deliver. Regularly revisit these expectations in team meetings to ensure they remain relevant and achievable.

Guiding a team to take ownership of their performance starts with setting clear expectations. Begin by defining what success looks like and the specific outcomes you expect. Share the rationale behind these goals, making them relevant and compelling. Encourage open dialogue where team members can voice concerns and suggest improvements. Use regular check-ins to provide feedback and recognize progress. Share your own experiences with accountability, demonstrating how it leads to growth. Foster a culture where mistakes are seen as learning opportunities, promoting a mindset of continuous improvement and collective responsibility.

Providing teams with task tracking software is helpful for building accountability and supportive in the quest of helping employees take ownership of their performance. For example, implementing the use of Trello in a department could allow each member to track their tasks and deadlines transparently. The use of this tool could foster accountability, as everyone could see progress and contributions, ultimately enhancing productivity and team cohesion by ensuring that all members are actively engaged and responsible for their work.

Pour qu'une équipe soit performante, elle a besoin de plusieurs ressources clés qui peuvent être de plusieurs types : humaines, matérielles, financières, informationnelles et temporelles. Elles sont toutes complètaires et doivent entrées en synergie puis en harmonie. Souvent ses ressourses sont partielles et non toutes mobilisées. C'est le challenge du vrai LEARDER !

To boost accountability, foster open dialogue. Encourage team input, active listening, and regular check-ins. This creates ownership, proactive problem-solving, and commitment to responsibilities. Value diverse perspectives to build a culture of shared accountability and continuous improvement.

Create a safe space where team members feel comfortable sharing their opinions, ideas, and concerns. This inclusion promotes a sense of ownership and shows that you value their input. Regular check-ins and feedback sessions are essential; they not only keep communication flowing but also reinforce the importance of accountability. Share your own experiences of how open communication led to positive outcomes. When team members feel heard and respected, they’re more likely to commit to their responsibilities and proactively address challenges, ultimately enhancing team performance.

Recognition doesn't always have to be about rewards. I've found that acknowledging efforts can be more impactful. Ask questions like, "What challenges did you overcome this week?" or "Can you share a moment when you felt particularly proud of your work?" These questions not only highlight individual contributions but also foster a culture of sharing and learning. Create a 'Wall of Wins' where team members can post their achievements. This visual recognition can boost morale and encourage others to strive for excellence. It also stops the reliance on the leader to be solely responsible for people feeling valued.

Pour reconna?tre et récompenser les efforts de votre équipe est essentiel pour maintenir la motivation, l'engagement et la satisfaction au travail, il faut que le leader fasse intégrer par tous la reconnaissance et la récompense dans la culture de l'entreprise de manière systématique en mettant en place des programmes de reconnaissance informels, formels et réguliers et exceptionnels avec des moments de célébration des succès !

Addressing challenges requires a nuanced approach. When issues arise, use Nonviolent Communication techniques to foster a safe environment. Start with observations, not judgments. For example, "I've noticed we've missed a few deadlines recently. Can we discuss what's been happening?" This approach opens the door for honest dialogue without blame. Encourage team members to share their perspectives and brainstorm solutions collectively. Ask, "What support do you need to overcome this obstacle?" This question shows empathy and a willingness to help, which can motivate the team to take ownership of their performance.

Encourage autonomy in achieving goals, trusting their expertise. This fosters ownership and motivation. Be a guide, not a micromanager. When team members feel their choices matter, they're more likely to act responsibly.

Accountability without autonomy is difficult to establish. So, if you want people to be accountable, give them the authority to make decisions as well. Even though you might still have to be the final decision maker, there are many steps along the way where you can give them the freedom to do it their way. Show them trust and empower them to take responsibility over the 'how'- we all have different ways of working, giving them the freedom to apply their style while still reaching the required results.

As a leadership development coach, I've observed how innovative approaches can significantly impact ownership among team members. Celebrate small wins: Recognizing incremental successes helps to build a positive cycle of reinforced accountability and improved confidence in team members' abilities. Establish psychological safety: Promote a culture where team members feel comfortable discussing challenges and sharing feedback. Encourage peer-to-peer accountability: By promoting a culture of shared responsibility and collaboration, team members value their collective success when they rely on each other to achieve their goals. Implement these strategies and witness your team thrive as they take ownership of their performance.