Developing Responsible, Accountable, and Committed Teams

A team that takes ownership of its responsibilities, is accountable for its results and follows through on its commitments is what every leader wants.

In this week’s post, let’s define what accountability, responsibility, and commitment look like, and then I will discuss the steps you can take to develop your team to deliver on each one.

What Are The Differences Between Responsibility and Accountability?

Accountability and responsibility are often used interchangeably in the workplace. While they share some similarities, they are different; let me explain.

Responsibility

Responsibility refers to the tasks, projects, or duties an individual is given or expected to perform. It is a fundamental aspect of their work and can be assigned by a manager or is part of an individual’s job description, role, or performance objectives. When someone is given a responsibility, they are expected to carry out the task to the best of their ability, in a timely manner, and with the desired level of quality.

Accountability

Accountability refers to the answerability and consequences of an individual’s actions or performance. It is related to taking ownership of the results of your work and accepting responsibility for the outcomes. Accountability involves being transparent and honest and making decisions that are in the organisation’s best interest.

When someone is accountable, they are responsible for their actions and the results they produce. This means that they must be willing to accept feedback, take corrective action when necessary, and be willing to be held responsible for their performance.

The Difference Between Responsibility and Accountability

The primary difference between responsibility and accountability is that responsibility refers to the tasks or projects that an individual is assigned or expected to perform, while accountability refers to the answerability or consequences of one’s actions or performance.

Responsibility is the starting point for work performance, as it involves understanding what needs to be done. Responsibility provides clarity on what the ultimate outcome or result is and when it needs to happen.

Accountability, on the other hand, for many is considered the next stage of the process, as it involves taking ownership of your actions and what you deliver. Accountability is critical in the workplace because it helps to build trust, credibility, and teamwork.

While responsibility and accountability are distinct concepts, they are interconnected. Responsibility provides the foundation for accountability, as individuals must first understand what is expected of them before being held accountable for their performance.

Which, unfortunately, sometimes gets missed; which I will cover later.

At the same time, accountability helps reinforce responsibility, as individuals know they will be held accountable for their performance.

Now let’s review commitment which aligns closely with accountability.

Commitment

Being committed to your role means you are dedicated to achieving the goals and objectives of your company and are willing to do what it takes.

You tick both the responsibility and accountability boxes because you take ownership of your role and the tasks assigned to you and are accountable for your actions.

Being committed is also about being dedicated.

You are dedicated to your job and committed to performing at your best. You are willing to put in the time and effort necessary to achieve your organisation’s desired results.

You also take the initiative to go beyond the requirements of your role. You actively seek out opportunities to improve your skills and take on additional responsibilities to contribute to your team’s success.

At the same time, you are adaptable to changing circumstances and adjust your approach to meet new challenges as they arise. Being willing to improve your skills and knowledge in your field, to get even better without being asked.

So how can you support your team to embrace each one?

Define Roles, Responsibilities, and Expectations

The first step in developing accountable, responsible, and committed teams is clearly defining each member’s roles and responsibilities. When everyone knows what they’re supposed to be doing, it’s easier to hold them accountable for their performance. When you do this, you also promote individual responsibility, as each team member knows exactly what’s expected of them.

Ensure that everyone understands their role and how they fit into the larger team dynamic.

Next, set clear goals and expectations. Each team member should understand the goal and their role within the team. Clear communication of expectations and goals helps team members to focus on their priorities and understand what success looks like.

This includes expectations around performance, behaviour, and communication. When everyone knows what’s required, holding them accountable for their actions is easier.

Important!

Don’t talk about objectives and expectations once a year. People can easily forget the details of specifically what is expected of them, especially if it’s only communicated at an annual performance review or when something goes wrong.

Establish and Build Trust

Trust is critical in developing a high-performing team, as I mentioned in various posts on the?Zestfor blog here .

Team members must trust each other and their leaders to create an environment where they feel comfortable taking risks, making decisions, and sharing and giving input into the process.

Without trust, team members may not feel comfortable being accountable, taking responsibility, or committing to the team’s goals.

To establish trust, leaders need to model honesty, integrity, and transparency. They should also encourage open and honest communication among team members, encourage feedback sharing, and create an environment where it’s safe to make mistakes and learn from them.

Creating a Collaborative Environment

A collaborative environment is key to developing your team, who consistently demonstrate their commitment through what they do. When team members feel that they are part of a collaborative environment, they are more likely to work together, take ownership of their responsibilities, and be committed to the team’s success.

As a leader, encourage and facilitate teamwork, provide opportunities for team members to work together, and create an environment where everyone’s contributions are valued.

Provide Continuous Coaching Feedback and Support

Continuous coaching, feedback, and support are critical to developing accountable, responsible, and committed teams. Feedback helps team members to understand what they are doing well and where improvements can be made.

Not everyone is the finished article; this is where your coaching and support can help people grow.

Encourage a Culture of Accountability and Responsibility

Creating a culture of accountability is essential. This means holding team members accountable for their actions and ensuring that they take ownership of their work.

And this starts with you, leaders- please lead by example.

Hold yourself accountable for your own actions and model the behaviour you want to see from your team.

While a culture of accountability is important, encouraging individual responsibility is equally key. This means supporting them to develop a sense of ownership and pride in their work.

This happens through encouraging empowerment. Give team members the autonomy and resources they need to accomplish their work and trust them to make decisions and solve problems. Let them take ownership of their work and give them the support they need to succeed.

To foster a sense of commitment, leaders should create a sense of purpose and meaning around the team’s work.

Help team members understand how their work contributes to the organisation’s larger goals and encourage them to take pride in their accomplishments.

When team members are committed to the success of the team and the organisation, they are more likely to work together for the good of all.

Until next time,

Julia Carter

About Julia Carter

Julia Carter is the MD of?Zestfor?Ltd ?and?specialises in working with leaders and managers of virtual teams to improve team effectiveness.

At Zestfor, we deliver development and leadership programmes to support teams to be accountable, responsible, and committed.??If you would like to know more,?contact me here ?and I will be in touch.