How do you build a team with integrity and accountability?

1 Define your values

The first step to building a team with integrity and accountability is to define your values and communicate them clearly to your team. What are the principles that guide your decisions and actions? How do you want your team to behave and interact with each other, with customers, and with stakeholders? How do you measure success and reward performance? By defining your values, you create a shared vision and a common language for your team, and you also establish the standards and the boundaries for acceptable and unacceptable behavior.

2 Model your values

The second step to building a team with integrity and accountability is to model your values in your own behavior and actions. As a manager, you are the role model for your team, and they will look up to you and follow your example. How do you handle challenges, conflicts, and mistakes? How do you communicate, collaborate, and delegate? How do you show respect, appreciation, and trust? How do you admit your own shortcomings and learn from them? By modeling your values, you demonstrate your commitment and your credibility, and you also inspire and influence your team to do the same.

3 Hire for fit

The third step to building a team with integrity and accountability is to hire for fit, not just for skills. While skills are important, they can be learned and developed, but values are harder to change and align. When you hire new team members, look for candidates who share your values and who can contribute to your team culture. Ask behavioral questions that reveal their attitudes, beliefs, and motivations. Check their references and their track record. By hiring for fit, you ensure that you have a team that is compatible and cohesive, and that can work together effectively and ethically.

4 Provide feedback

The fourth step to building a team with integrity and accountability is to provide feedback, both positive and constructive, to your team members. Feedback is essential for learning, growth, and improvement, as well as for recognition and appreciation. As a manager, you have the responsibility and the opportunity to give feedback to your team on a regular basis, both formally and informally. How do you praise their achievements and strengths? How do you address their areas of improvement and challenges? How do you help them set goals and action plans? By providing feedback, you show your interest and your support, and you also reinforce your values and expectations.

5 Hold accountable

The fifth step to building a team with integrity and accountability is to hold accountable, both yourself and your team members, for your actions and results. Accountability means taking ownership and responsibility for what you do and don't do, and being transparent and honest about it. As a manager, you have the authority and the duty to hold accountable your team for their performance and behavior, both individually and collectively. How do you monitor and measure their progress and outcomes? How do you celebrate their successes and celebrate their failures? How do you deal with underperformance and misconduct? By holding accountable, you show your respect and your fairness, and you also create a culture of trust and accountability.

6 Empower your team

The sixth step to building a team with integrity and accountability is to empower your team, by giving them the autonomy, the resources, and the support they need to do their work effectively and efficiently. Empowerment means trusting your team to make decisions, to solve problems, and to innovate, without micromanaging or controlling them. As a manager, you have the role and the skill to empower your team by delegating tasks, by providing guidance and coaching, and by removing obstacles and barriers. How do you encourage your team to take initiative and to be creative? How do you enable your team to learn and to grow? How do you back up your team and advocate for them? By empowering your team, you show your confidence and your appreciation, and you also foster a culture of engagement and motivation.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?