Defining Agreements Gets Buy-in

In my previous article I discussed how Agreements Create Trust. From a leadership context, trust is everything. So agreements are far more than a simple handshake or a verbal promise. They are the foundational element that builds cooperation between leadership and crew. An agreement, at its core, is a mutual understanding and a commitment to a set of expectations, goals, or behaviours up and down the lines. Obviously it should start at the top. But sometimes the top isn't that proactive yet. So we can model it it at any level of our organisation and watch it catch on. It's not just about the words spoken or a signed document: it's about the shared understanding and the intent behind the words. Anyone can start with these basics.

What makes an agreement effective? The answer includes clarity in communication, mutual respect among parties involved, and a shared vision of the outcome. An effective agreement also reinforces a clear delineation of roles and responsibilities, ensuring that each member knows what is expected of them. In other words it creates 'accountability' (scary!)

Yet it's not OK to throw accountability around if you don't what it means. To understand what accountability truly means—you need to know what it is not! In the realm of leadership and workplace culture, accountability is often misconstrued as a moral or ethical judgement. However, it's important to distinguish these concepts. Particularly if you want workforce buy-in.

Accountability is Not Moral Judgement

Focusing on Actions, Not Character

Accountability in a professional setting is about evaluating actions and outcomes, not making judgements about a person's character or moral standing. While morals involve personal beliefs about right and wrong, accountability is more about adhering to agreed-upon standards or expectations. I.e Agreements!

Objective vs. Subjective

Morals can be subjective and vary greatly between individuals, cultures, and societies. In contrast, accountability (true accountability) is based on objective criteria that is clear, measurable, and agreed upon by all parties involved.

Accountability is Not Ethical Condemnation

Compliance vs. Values

Ethics often deals with broader societal values and principles. While ethical considerations can inform the standards to which individuals are held accountable, accountability itself is more about compliance with specific, defined expectations or objectives.

Constructive Approach

Ethical dilemmas often pose challenging questions with no easy answers, potentially leading to condemnation or blame (aka shame). Accountability, however, is approached constructively – it’s about identifying where things might have gone off track and how to correct course, rather than assigning blame.

The Importance of Agreements

Accountability is the lifeblood of any successful team or organisation. It’s about taking responsibility for one’s actions and the outcomes of those actions. In a leadership context, accountability goes beyond mere responsibility; it involves creating an environment where team members are empowered to take ownership of their tasks and decisions.

Agreements are crucial in terms of creating accountability. They are the lifeblood of any successfully implemented accountability model. Agreements contribute to a culture of trust, enhance performance, and drives continuous improvement. When team members make and keep agreements, they are more likely to be engaged, motivated, and committed to their work.

In my next article, we will examine the challenges leaders face in fostering an "Agreements Culture" and provide strategies for overcoming these challenges. This includes creating clear expectations, providing the necessary resources and support, and developing a feedback-rich environment where agreements are recognised and valued.

??Next Article: Overcoming the Challenges of Fostering an Agreements Culture in the Workplace

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