Accountability is the key to unlocking success.

How do you hold your team accountable?

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Where do you have room to grow as a leader in accountability?

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In team dynamics and performance, certain principles are the foundation for success. Paramount among these is the unwavering commitment to high standards and a culture of accountability. This ethos, when consistently applied, not only fosters excellence but also catalyzes individual and collective growth. Through this lens, we can understand the transformative journey from being a dominant force in a smaller context to navigating the challenges of a more competitive environment.

High-performing teams are not just a collection of skilled individuals but a symphony of collaborators committed to a shared vision of excellence. The transition from being a "big fish in a small pond" to competing in a much larger pond with equally, if not more, talented peers can be a profound moment of reckoning. In this new and daunting arena, the foundational values of standards and accountability are tested here.

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For many, this shift marks their first real confrontation with stringent standards and the expectation of accountability. The natural talent and a fraction of effort sufficed to excel in the smaller pond. Life in such a context can be deceptively easy, where one's inherent strengths overshadow the competition, and the rigor of proper accountability is seldom felt. However, the transition to a larger pond reveals the stark environmental difference. Here, talent is ubiquitous, and success is no longer a given but a challenge to be met with diligence, resilience, and a relentless pursuit of growth.

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This adjustment phase is critical and can significantly influence an individual's trajectory. For some, the heightened expectations and confrontation with their limitations are potent motivators. These individuals see the challenge as an opportunity—an invitation to rise, evolve, and redefine their potential. They thrive on the rigorous demands of their new environment, driven by the understanding that accountability is not a burden but a catalyst for improvement and excellence.

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Conversely, others may find this transition overwhelming. Accustomed to effortless superiority, the sudden need to contend with peers of equal or more extraordinary ability can be disorienting. The standards and accountability that seemed abstract in the smaller pond become tangibly oppressive. For these individuals, the response to this new reality can be a retreat into the comfort of past achievements, a reluctance to embrace the vulnerability of growth.

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The crux of this divergence lies in one's response to accountability. Embracing accountability means acknowledging shortcomings, soliciting feedback, and taking actionable steps toward improvement. It involves a fundamental shift in mindset—from seeing challenges as threats to viewing them as opportunities for growth. High-performing teams cultivate this mindset at their core, creating an environment where feedback is valued, failures are seen as learning opportunities, and success is collectively achieved.

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Ultimately, the journey from the small pond to the larger arena is a metaphor for the broader personal and professional development process. It underscores the importance of standards and accountability in catalyzing growth and fostering resilience. Whether one thrives or withers in these challenges hinges on the willingness to embrace accountability, pursue continuous improvement, and view each setback as a stepping stone toward more extraordinary achievements. In this way, high-performing teams and individuals alike can navigate the complexities of their environments, turning potential obstacles into opportunities for unparalleled success.

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Another distinctive characteristic of high-performing teams is being very good with the basics. Doing the simple things well creates momentum that builds on prior success. It is rare for someone to be successful at fishing if they cannot bait their hook, and it is rare for someone to be successful at basketball if an athlete cannot dribble or shoot free throws. The basics become so ingrained that they become second nature. This frees the mind and body up to conduct higher-level activity. Once the basics are perfected, expanding the breadth of capacity becomes more accessible, and the time invested accounts for where most of their time is spent. The accountability piece here is displayed by ensuring all team members master the basics before going forward with more complex activities.

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The accountability of high-performing teams in the special operations structure is compounded by leveraging the power of brutal no-rank after-action reviews. After every training event, operation, mission, and simple holiday party, it will be dissected at the microscopic level. A well-run after-action review (AAR) will follow a specific structure, a script with a moderator, and a review of everything that occurred from start to finish. The process begins with the completion of the first actions, which may be the start of planning and the receipt of the mission notification, and ends with the completion of the activity. These AARs typically go for a few hours or, depending on the size of the mission, may be conducted over a few days. Honest feedback and constructive criticism are not only present but required. Every participant has a part to play in the AAR, just as they had a part to play in the event, activity, or mission. An equal voice is given to each participant to ensure a complete encapsulation. Your rank and position as a leader are respected, but it only protects you from being held accountable if you make a mistake or execute outside the prescribed standards.

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Our competitive environments also enabled us to meet our customer’s standards. Constantly living with the best raises your behavior; as the Proverb says, “Iron Sharpens Iron.” One of the things I noticed while serving in the Special Operations Community was that when you deployed and lived closely with your customers, you stepped up your game. In the gym, when training, and when preparing for missions. Each day, we often asked each other, asked myself, “Did I give my all? Did I give my best?” I acknowledge that this mentality probably exists outside of the SOF community, but usually in small doses. In SOF, it is everywhere and all the time. High-performing organizations and individuals drive at an unrelenting pace, and for some, that can be overwhelming. It is a fantastic orchestra of success for those who hold on to the ride. The results are remarkable when everyone on the team moves forward to achieve a collective goal with audacity and unified effort. This high level of success often starts with simple accountability.

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Are you ready to renew your journey and empower your team while creating a culture of accountability and integrity in the organization? What is limiting you from enabling success for yourself and your team? Research how working with a coach can help you understand and embrace your growth strategy. A coaching exchange is a relationship, a partnership between two individuals where your vulnerability and honesty can set you free. When you find a connection with a coach, this can put your path on fire. You may have fond memories of an athletic coach or mentor who started this process in you long ago; now is the time to rekindle that fire! As you digest this article, feel free to reach out and let us start the conversation on how you can become the best version of yourself in the future!

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Hello. I am Kyle Hogan. As a credentialed coach, I enable high performers to accelerate past their current plateau and unlock their best selves, creating impactful success for both individuals and their teams.