Here's how you can foster accountability and ownership in your team.

The key to encourage or build accountability is not to micromanage and have clear communication on individual roles, expectation, timelines. We must also have a channel open for discussion of ideas, and facilitate forum to voice their opinions freely in case of any disagreements. Aside to the above, regular review & feedback on the deliverables, give them an option to course correct if there is requirement. Last but not least, recognition and celebration of achievements is important.

I would say clearly define roles and responsibilities and set specific goals and targets. By setting clear expectations, providing regular feedback, encouraging open communication, and holding team members accountable, you can foster a sense of ownership and accountability within your team.

Accountability and ownership can be inculcated only when responsibilities with trust are given. The best way is to trust the team member, help them if required by let me work on something given to them. Also, clear what is expected along with the timeline so that things remain on track.

As a manager, fostering accountability and ownership in your team involves setting clear expectations, providing regular feedback, empowering team members to make decisions, recognizing achievements, and encouraging a culture of transparency and trust. This approach promotes responsibility and drives high performance.

In my experience, while managing team, setting ownership is one of the key elements, which is necessary for performing well with minimal efforts.

We need to delegate authority within the our team as simple as allocating who gets to be in charge with project coordination, requisition alottment, etc. We have to entrust them of bigger responsibilities aside from their core responsibilities. This will also help them further develop their decision making and networking skills.

One way I have helped my team thrive is in the aspect of setting clear expectations then giving then autonomy to develop ideas and give feedback. Most of the way we do things have become outdated post covid. If we are not careful, meeting younger teams at the centre will be challenging. Autonomy comes from both sides but mostly from clear goals and expectations and a working system.

The fundamental problem with accountability is that it now involves little more than the process of accounting. The scorekeeping nature of this process yields a built-in negativity bias, where leaders reflexively hunt for shortfalls, and the tallying usually ends with a forced categorization — a rating system of numbers or labels, sometimes stack-ranking employees against their peers. Accountability processes are the formal and informal ways that leaders talk about, assess, and affirm the contributions of those they lead and the improvements they can make to strengthen those contributions. They include everything from annual performance appraisals to routine check-ins with your boss.

Os princípios da lideran?a Lean gera o empoderamento e a autonomia n?o apenas aumentam o engajamento e a responsabilidade da equipe, mas também fomentam a inova??o e o desenvolvimento contínuo. Ao confiar na capacidade dos colaboradores de tomar decis?es e resolver problemas, você cria um ambiente onde o aprendizado e a melhoria contínua s?o valorizados e com isso a equipe se sente mais motivada e comprometida com os objetivos da organiza??o, o que pode levar a melhores resultados gerais. Para promover o empoderamento é preciso uma comunica??o clara, juntamente com a defini??o das expectativas e o que é esperado do liderado. Em suma promover o sentimento de dono do negócio, é o grande segredo para o sucesso do negócio.

Over my years in HR and leadership, I've found that empowering team members with autonomy is instrumental in fostering responsibility and ownership. Allowing individuals to make decisions, take initiative, and manage their tasks independently not only boosts their sense of ownership but also enhances their motivation and accountability.

A prática do feedback é indiscutivelmente um dos pilares da lideran?a. T?o importante quanto oferecer, é criar um ambiente favorável e respeitoso ao ponto em que se possa circular livremente de forma vertical e horizontal na organiza??o. Além de fundamental que seja estruturado, incluindo se inclusive um prazo pactuado para o "feedback II", também é de suma importancia que os positivos tenham a mesma intensidade que aqueles voltados a necessidade de melhorias.

The quality of feedback and learning increases. When dignity, not surveillance, is the goal of accountability, the quality of evaluative feedback improves. When employees believe their bosses are genuinely interested in their success, they feel less guarded and less inclined to hide their underperformance. When bosses are committed to their employees’ success and are less focused on documentation, they feel comfortable offering feedback and coaching about underperformance.

#TeamGrowth #DaleCarnegie Ever notice how a garden thrives with regular care? Your team is the same. Regular feedback, both praise and pointers, is like water and sunlight. Be specific and timely. It shows you care about their growth, not just the results.

Feedback: Very important for progress and going ahead. People gets confidence and comfort when they get the feedback of their work on work place. It motivates the employees to do more and more.

While regular feedback is important, there is an effective way to do it. The timing and the method matters a lot. Timing: The feedback should be immediate and it should comprise of the quality of their effort as well as the outcome. Method: Always start with the areas to improve before you dive into the good feedback. This will help them to come out of the conversation with a positive mindset to improve.

Leverage your relationship with them to encourage collaboration. Anyone can be useful as far as you leverage their strength. It is useful now and in the long run to know how to work a team even. Be open to other people's opinions.

Collaboration is the engine, the spirit of changes and to the right direction. Encouraging it would get the parties involved at early stage, it motivates and creates positive atmosphere

O trabalho em equipe pode aumentar significativamente a responsabilidade e a propriedade. Em equipes de alta performance, a colabora??o é essencial, pois os membros compartilham a responsabilidade pelos resultados e têm um senso de urgência em alcan?ar os objetivos. Incentive um ambiente onde todos se sintam confortáveis para buscar ajuda e oferecer apoio, respeitando os acordos de convivência. A colabora??o promove um senso de propósito compartilhado e pode levar a solu??es mais inovadoras, unindo diversas perspectivas.

#TeamWork #DaleCarnegie Think of teamwork like a potluck dinner. Each person brings a dish, and together, you create a feast. When your team collaborates, they share responsibility and spark creativity. Encourage helping hands and shared ideas. It's how great things happen!

Atingir o t?o almejado "orgulho de pertencer" muitas vezes n?o é tarefa fácil. Nas organiza??es, um ambiente que incentive a colabora??o, a participa??o no processo de melhoria contínua, o auto desenvolvimento, a constru??o dos procedimentos promovem a chamada "dor de dono" e por consequência transparece as vantagens, o crescimento e oportunidades implicadas.

- Celebrate milestones - Do not give false recognition if the person is not progressing, but support with constructive feedback

When someone’s efforts are acknowledged, it validates hard work and makes the person feel valued. This motivates the person and other team members to keep contributing and striving for excellence.

#Recognition Imagine a child proudly showing a drawing. Praise makes their eyes light up. Your team is no different. Recognize efforts, big or small, with a kind word or a small award. Fair and consistent recognition fuels pride and ownership.

Reconhecimento é outro pilar que precisa ser estruturado dentro das organiza??es, sob pena de n?o ser parte da cultura organizacional quanto dependente apenas do perfil do líder. Programas de reconhecimento de alta performance s?o essenciais para que o "menos" n?o termine o período com mesmo peso na balan?a que o "mais".

O reconhecimento contribui de forma direta para o engajamento de colaboradores e colaboradoras. Porém, esse n?o é o único motivo que pode ser destacado.

#Support Think of challenges like weeds in a garden. Address them quickly to let the flowers bloom. Help your team overcome obstacles and adjust what's not working. Your support shows commitment to their success and encourages a problem-solving spirit.

Through my years of experience in HR and leadership, I've learned that addressing challenges openly and constructively is essential for fostering responsibility and ownership within teams. Encouraging open communication, problem-solving, and collaboration allows team members to take ownership of challenges collectively and work towards effective solutions. By fostering a culture of accountability and teamwork, organizations can empower their teams to take ownership of their work and drive success.

Se buscamos o desenvolvimento, enfrentar os desafios deve se tornar parte dos nossos dias, e mais do que isso, saber que eles existem e como lidar com eles. é através dos desafios que vem as melhores oportunidades pra que a equipe possa se destacar, assim como gerar novos insights para a empresa num todo. Os desafios s?o só portas que ainda n?o foram abertas, basta ter a proatividade e coragem para abrir!

Esteja imerso no processo. Se auto desafie. é interessante considerar que cada tarefa que nos é atribuída, seja ela diretamente ou n?o, nos prepara para oportunidades únicas. Encarar o trabalho desta forma, nos proporciona o auto conhecimento necessário para o desenvolvimento de nossas competências e potencialidades.

Addressing challenges and obstacles promptly is essential for maintaining accountability. Create a supportive environment where team members feel comfortable discussing difficulties they encounter. Offer assistance, resources, and guidance to help them overcome challenges. Encourage problem-solving and resilience, and ensure that setbacks are viewed as learning opportunities. By addressing challenges head-on, you demonstrate that accountability includes both success and overcoming adversity.

Avoid the feeling of fear. When someone feels threatened, they paralyze, and avoid taking responsibility & accountability for anything they has done or need to do.

Micromanagement kills Accountability. make sure people are responsible for their results and do not correct their work before it goes further. Make sure they own their work ... give them the audience they need. Like this, they will naturally deliver the quality needed... otherwise they know someone is going to correct it anyway.

Timely support and guidance to the team helps not only in attaining goals but also making team more responsible and accountable. Properly defined matrix with objectivity for performance measurement of set goals/objectives helps in making team accountable.

Fostering accountability and ownership in a team requires clear communication and defined roles. First, set precise expectations and ensure everyone understands their responsibilities. Encourage open dialogue and provide regular feedback. Recognize and reward those who take initiative and show responsibility. Create a supportive environment where team members feel empowered to make decisions and learn from mistakes. Lead by example; demonstrate accountability in your actions. Regularly review goals and progress, celebrating successes and addressing issues transparently. This approach builds trust and motivates the team to take ownership of their work.

#TeamGrowth #DaleCarnegie Want to grow a strong team? Foster accountability and ownership by giving regular feedback, encouraging collaboration, recognizing contributions, and tackling challenges together. Your team will flourish with the right care and support.