Accountability, continued…

Don’t @ me for the above – I have it on good authority that it’s a Taylor Swift lyric. What, you didn’t have me down as a Swiftie? Good, I’m not. (??)

So, since my last post I’ve been reflecting on the topic of accountability both in conversation with people that responded, and privately. More accurately, when it comes to professional development and progression, where does support end and accountability begin?

It’s a grey area. You see, I’ve had skin in this game for a long time and as a business owner, I know how difficult it can be to manage and motivate people.

Gareth and I have always focused on creating a solid onboarding and training programme and an ongoing feedback loop where both sides deliver honest feedback, regularly. We pride ourselves on our commitment to recognition and reward, and support, both in and out of the workplace.

But sometimes, we find ourselves in a position where we scratch our heads and think, “what more can we do?”

I think this is a great example of where accountable team members stand out.

• The ability to identify and act on areas of weakness – but not be ashamed of them
• The ability to take ownership of mistakes
• A proactive and collaborative approach to finding and applying solutions
• The self-confidence to not seek constant approval and praise, but know they are doing a great job

I’ll advocate for supporting staff to progress, but I’m not responsible for it.

I am happy to offer a competitive salary and benefits, an accepting and supportive culture and a development plan that leads each team member to personal and professional success – but they have to take accountability for getting there.

Or for not letting there.

We’re all adults here.

Cheers,

Lukas.