You’re struggling to hold your team accountable. How can you create a culture of responsibility?

Clarity is a super power that can help ease a lot of conflict in the team - mis aligned expectations and unhappiness. Being able to articulate the vision and the outcome is absolutely crucil. However many managers can talk about what they want but not very clearly on how the individuals can get there from their staring point. If you are able to do both then you are a superstar leader - probably can avoid a whole lot of firefighting and frustation.

Siempre resulta bien hacer saber a nuestros equipos cuál es el objetivo ?? "que apunten todos al mismo blanco", no solamente es necesario, sino que, a la hora de hacer seguimiento, está claro el en donde estamos y lo que nos falta.

Accountability indeed forms the cornerstone of a successful and results-driven team culture. Setting clear expectations is a vital initial move, as clarity in goals and responsibilities acts as a compass for team efforts. Moreover, I believe it's essential to tailor communication to suit individual team member's styles and preferences, thereby ensuring that everyone is on the same page.

Me ha resultado muy útil el dar empoderamiento, pero "haciendo todo el curso", las personas no tienen por qué saberlo todo, y es necesario empoderar y soltar, una vez podamos garantizar que los integrantes del equipo tienen claro lo deben hacer. El empoderamiento sin tener claro a donde se quiere llegar, no solamente puede resultar en contra del proceso, sino que también, puede "quemar" al personal.

This trust-based approach encourages initiative, fosters innovation, and builds a robust problem-solving culture. As leaders, shifting from micromanagers to supportive guides amplifies team collaboration and individual growth, steering the organization toward collective achievement. While empowering teams is critical, it's important to tread carefully. Autonomy needs to be balanced with the right level of support and oversight to prevent missteps. Ensuring the team is equipped to handle this freedom is key—without it, empowerment could lead to confusion rather than clarity. Leaders must navigate this carefully to harness the benefits without inviting undue risk.

Giving responsibility for a task: my decision, I'm accountable for creating conditions for success Delegation means the power to make decisions in my name. Trust is risk, or we don't need it Ask: what do you need for success? if they can get it good, if they can't I will Ask how do we resolve conflict/problems & tell me about problems you can't solve, else they won't get solved; bosses who say don't come with a problem & no solution suppress problems I'm accountable for removing barriers to success, my position gets the team what they need, I have their back. Let them wade into deep water so their feet don't touch the ground, trust they'll figure it out or ask for help Accountability is for broken agreements/didn't ask for help & could have

Let’s not forget Management by objectives when properly administer to reflect the goals and objectives of the corporation. This tied to quality review process it usually works!

Completamente de acuerdo! El seguimiento hace consciencia de los avances y las oportunidades que podemos abordar, para así resolver, reemplazar o lanzar las contingencias necesarias a tiempo para llegar a los objetivos planteados.

By measuring progress and offering constructive feedback, we not only recognize achievements but also guide improvement. Celebrating successes boosts morale, while addressing shortcomings in a constructive manner fosters learning and growth. Accountability is essential, yet it's a delicate balance. While it's important to monitor progress and address failures, it's equally vital to ensure that this does not morph into micromanagement or a punitive atmosphere. The focus should be on support and learning rather than just enforcement of consequences. Ensuring fairness and consistency in how achievements and shortcomings are addressed will prevent resentment and demotivation, maintaining a positive and productive team environment.

Modeling responsibility is crucial; it's how leaders inspire their teams to mirror desired behaviors. Owning our actions, making dedicated efforts, and valuing open communication not only build trust but also encourage a culture of mutual respect. When we treat team members as true partners, it elevates the entire team's performance and morale. Leaders must walk the talk—consistency in words and actions is key to maintaining trust. It's important to balance open communication and respect with professionalism to avoid favoritism or blurred boundaries, ensuring a healthy and equitable team environment.

Funciona muy bien el involucrar al equipo en las posibles soluciones y como parte de todo el proceso de ideación, esto hace que sientan como propio el modelo y sus aportes sean dirigidos al objetivo en común

Bonus Tip: Let your team take ownership! Empower your team to contribute to shaping the culture (involve them in the planting process). By consistently reinforcing expectations, celebrating successes, and fostering open communication, you'll cultivate a vibrant garden of responsibility where your team grows and thrives.

Es importante que desde el momento de perfilar a los integrantes del equipo, se incluya dentro de sus "funciones" generar nuevas ideas que hagan crecer, innovar y fortalecer los procesos.