Creating a Pattern of Accountability

Accountability is the willingness to be fully responsible for one’s choices and associated results.

In the conversations you have with your team members, holding them accountable for specific outcomes (rather than processes) ensures commitments are made and faithfully kept and encourages performance measures and well-intentioned feedback. Holding team members accountable for their own commitments (outcomes) is one of the most important ways we can honor them.

Accountability isn’t about constantly checking up on your team members. It’s about checking in.

Accountability can only exist when team members are crystal clear about outcomes for which they are responsible and when they receive feedback, coaching, and appreciation along the way.

Challenge yourself to engage in dialogue with your team members by checking in:

Do they know the outcomes for which they are responsible? Do they know the outcomes for which other team members are responsible? What help do they need from you?

Consider your own level of accountability by listening to the words you routinely use. Do you use language that conveys personal accountability?

 Not Accountable:

• I had to …
• I cannot …
• I need to …
• I am unable to …
• I will try …
• I wish it were …
• Who is to blame?
• I have no control.

Accountable: 

• I choose to …
• I will not …
• I want to …
• I am unwilling to …
• I will do …
• What is possible?
• I own my part.
• What action can I take?

It is through a culture of accountability that teams and organizations can achieve high performance and extraordinary alignment.