Success & Accountability for Leaders

There is no such thing as holding people accountable.  As much as we’d like to think we can, it’s not possible.  People need to hold themselves accountable and if they don’t, all we can do is enforce consequences.

If you’re in a leadership position, you might have experienced your boss telling you that the people on your team need to perform better; you need to hold them accountable.   If the team doesn’t perform, it’s often a reflection on your ability to properly lead.  So, does that mean you spend all of your time riding people to get results, write them up if they’re failing, and push them so hard they want to quit?  There is a better way.  Instead, look at ways of using intentional leadership to make the difference.

Here's the thing…intentionally leading people to be successful means:

• Effectively listening and connecting with the people on your team to understand what encourages them and what challenges they face. 
• Building strong relationships of trust so your team members know there is truth to “I want your feedback,” or “I have an open door” policy.  Mean what you say, always.
• Being an excellent communicator on the goals, expectations, priorities, values, and the vision for the team.
• Showing up with empathy and sincere support.

Remember, providing a structure which fosters a supportive work environment does not mean you enable poor behaviors.  You will have people who use the opportunity to share their challenges and lack of results to garner sympathy.  They will try to excuse their underperformance with all of the reasons they’re not successful – “our prices are too high, I just can’t compete,” or “the marketing department is not giving me enough of what I need,” or “I’ve got a lot going on at home.”  

Intentional leaders are purposeful and deliberate when working with their teams.  When faced with employees who attempt to excuse away their issues, the leader helps provide clarity as to what is really going on.  Clarity in identifying what are excuses and what are challenges that can be overcome.  Clarity that blaming others for the underperformers lack of success is not acceptable.  Clarity in how the company is ready to support their efforts, but their effort is what’s necessary.   And while those conversations are never easy, remember that clarity is kind.    

In essence, intentional leadership creates space for people to understand self-accountability is required.  Priority is given to building strong relationships with a foundation of trust that is reciprocal.  Standards are in place to bring out the best in the team, so they are able to thrive.