The Secret to Making Accountability Work: What No One Tells You

Let’s face it: accountability has become a buzzword. Every organization says it needs more accountability, but few know how to make it a reality.?

As a result, many organizations struggle to implement it effectively. Real accountability is about more than just talking about the need for it. It’s about rolling up your sleeves and building a culture where everyone takes ownership and delivers results.?

The Problem with Accountability

As a strategic leadership advisor, I’ve had countless discussions with senior executives about their desire to bring accountability to their organizations.?

Yet, I find there are hidden challenges to accountability that few ever discuss. If we are going to make any progress in implementing it in our organizations, we need to reveal and understand them.?

a) Accountability is Seen as Punitive

The first hidden challenge is that for most people, just mentioning accountability causes them to recoil. They have a negative connotation with the word, and they have been in organizations where accountability was a code word for “who is to blame” when something goes wrong.?

b) Accountability is Culturally Dependent

The second hidden challenge is that the concept is culturally dependent. Many languages don’t even have a word for accountability. When my book, The Leadership Contract, was translated into Spanish, the translators agonized over describing the construct. They knew it was necessary, but they needed to find a way to help readers understand it as I intended.?

c) Accountability is for Everyone One Else but Me

The final hidden challenge is that many managers and leaders think accountability is for everyone but themselves. They tell and even demand everyone to be accountable, but they don’t model it themselves, so the word loses meaning. Here’s what I’ve learned about accountability – you can demand it unless you model it first yourself.?

As I wrote in my book, Accountable Leaders, the unfortunate thing about these hidden challenges is that we fail to appreciate how accountability can be positive and even inspiring.?

So how do we do a better job of helping everyone, particularly managers and leaders, understand what accountability is and what it is not? Let’s demystify it right now.??

The Three Levels of Accountability

In my research and work with companies worldwide, my team and I have learned that accountability plays out at three levels: individual, team, and shared. It’s important to understand these levels and what we can do to bring about accountability in our teams and organizations. Each level builds on the last, creating a powerful foundation for a culture of accountability.?

1) Individual Accountability: Stepping Up?

Accountability starts with each leader looking in the mirror. You can’t expect others to be accountable if you’re not leading by example. Here are four ways to model individual accountability:?

• Make a Decision: It all starts with ownership. You must commit fully to your role and the organization’s goals. Anything less, and you’re just going through the motions.?
• Accept the Obligation: Accountability means seeing yourself as a steward of your team and your work. Leave things better than you found them.?
• Put in the Hard Work: Tough decisions and uncomfortable conversations come with the territory. Avoiding them only holds you and your team back.?
• Build a community: Isolation is a leadership killer. Surround yourself with people who will push you to be better.?

2) Team Accountability: Building an Accountable Team?

With individual accountability established, it’s time to build a team that owns its results. Here’s how:?

• Make Accountability a Team Priority: Everyone needs to know how they contribute to the team’s success. Clarity breeds commitment.?
• Define Collective Obligations: Get the team aligned around a shared mission and the key responsibilities that will drive it forward.?
• Build Team Resilience: Trust and open communication are your secret weapons in the face of obstacles. Create a safe space for team members to voice concerns.?
• Foster Unity: A cohesive team is a powerful team. Break down silos and build a culture of collaboration.?

3) Shared Accountability: One Company, One Team?

The final level is where the rubber really meets the road. Shared accountability is about breaking down functional silos and getting everyone rowing in the same direction. Here’s how to make it happen:?

• Be a Community Builder: Don’t just lead your team – lead the organization. Look for ways to bridge divides and build unity.?
• Think and Act as One Company: It’s not about your team versus everyone else. See yourself as part of a larger whole.?
• Build Credibility and Trust: Transparency and honesty are the foundation of collaboration. Show you’re someone others can count on.?
• Support the Success of Your Peers: Celebrate wins across the organization. Shared success is a powerful motivator.?

Accountability: More Than Just a Word

Creating a culture of leadership accountability takes work. It takes courage, resilience, and a commitment to doing things differently. But the payoff is enormous: a team that owns its results, a culture that delivers, and an organization that achieves its full potential.?

So, don’t just talk about accountability. Roll up your sleeves and start building it, one level at a time. Your team – and your organization – are counting on you.?

Posted on Forbes: The Secret To Making Accountability Work: What No One Tells You

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