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May 24, 2023 6 Steps to Creating an Environment of Accountability

Photo by Austin Distel on Unsplash

As a leader, it’s important to foster a culture of accountability within your team. Holding your team accountable does not have to come at the expense of compassion or empathy. In fact, heart-led leadership can be very powerful, even when you have to draw a line in the sand at times and hold your people accountable for their words, behaviors, and actions. Here are six steps you can take to create a culture of accountability within your team:

Step 1: Clearly Define Expectations

The first step to creating a culture of accountability is to clearly define expectations. Make sure everyone on your team knows what is expected of them, whether in terms of individual goals or team goals (make sure everyone is on board with a shared vision). This can be done through one-on-one meetings or team meetings where expectations are laid out and discussed.

Step 2: Set SMART Goals

Setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals is an effective way to hold your team accountable. These goals should be aligned with company objectives and should be reviewed regularly to ensure progress is being made. The “M” in SMART goals is particularly important because it ensures that progress can be measured and tracked.

Step 3: Provide Ongoing Feedback

Regular feedback is key to holding your team accountable since it allows you to address any issues early on and make adjustments as needed. Make sure to provide both positive and constructive feedback on a regular basis to keep your team on track. This feedback can be given individually or, if appropriate, during team meetings. I usually recommend using the D4 model, which stands for Data, Depth of Feeling, Dramatic Interpretation, and Do. To learn more about this model, view my past blog post on the topic.

Step 4: Lead by Example

As a leader, it’s important to lead by example. This means holding yourself accountable as well as your team. Make sure you are following through on your commitments and are meeting your own goals. This will set the tone for your team and help create a culture of accountability.

Step 5: Encourage Ownership

Encouraging ownership is another effective way to create a culture of accountability. When someone feels like they truly have a stake in a project AND the power to make a significant contribution, they are more likely to take ownership and be accountable for the outcome. Give your team members autonomy and empower them to make decisions and take responsibility for their work.

Step 6: Celebrate Successes

Finally, celebrate successes! Recognize when your team members meet their goals, achieve a milestone, or exceed expectations. This creates a positive team culture and reinforces the importance of accountability. Celebrating successes can be done through verbal recognition, awards, or team outings.

Creating a culture of accountability is key to the success of any team. By following these six steps, you can start creating a culture of accountability that is both compassionate and effective (you can have both!). Foster growth and success for your team and your organization through intelligent accountability practices.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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December 1, 2021 Creating a Culture of Accountability

In this blog, I have often talked about “love leadership” and being a compassionate, caring leader. That is vitally important for fostering open communication, developing an atmosphere of trust, and keeping your team energized and engaged.

Leading with love, however, does NOT mean being a pushover. It is crucial to not only show empathy and genuine concern for your staff, but to also create a culture of accountability. How can you balance the two? Try these five steps:

1. Communicate with Clarity

Aim for clarity, every step of the way. Set clear goals and expectations, and be transparent about the consequences if those expectations are not met. If a deadline is not met, for instance, it should come as no surprise that the person or team who missed the deadline will need to work overtime to make up for their tardiness. Or, if someone is consistently turning in sub-par work, that person should know what is coming (a probationary period, perhaps, or working with a mentor to improve their work).

Communicating with clarity also means encouraging your team to ask questions. Be transparent, create an open line of communication, and be open to modifying expectations if new information comes to light.

2. Be Consistent

A work team can always spot favoritism. Make sure you’re holding everyone accountable, not just certain team members. There will be times, of course, when some people need a little extra time or assistance to complete a project, but that doesn’t mean they are exempt from expectations. Be fair, but also be consistent.

3. Know When to Make Exceptions

Even if you’ve made your expectations clear, there are times when exceptions are necessary. Use your judgment on this and take all aspects of a situation into account before enacting consequences. If someone shows up late to a meeting because their car broke down while driving their kids to daycare, give that person a little understanding and grace. If, however, that same person is consistently late to meetings, it’s a good idea to sit down with them, discover the root of the problem, and strategize ways to help them become more punctual (perhaps their children’s daycare doesn’t open until later, in which case the solution might be to push back morning meetings by half an hour).

4. Make Sure the Consequences Match the Shortcoming

There is a big difference between turning in an assignment a few hours late and yelling at a customer. If the offense is minor, usually it’s possible to work past it. Sit down with the person, talk about what happened, and come up with a solution, going forward. If the offense is major, you may have to take extreme measures. It is never pleasant to do this, but some actions are inexcusable and go beyond a simple strategy session.

5. Know When to Make Hard Decisions

If someone repeatedly falls short of expectations or makes serious errors that affect the entire team or company, they should know that their job is potentially at stake. If you have tried several different approaches to work through their troubles, they should understand when they’re on their “final chance.” Know when to draw that line in the sand. You can be a compassionate, empathetic leader, and still dole out consequences when necessary. As long as expectations have been clear every step of the way, a probationary period or a dismissal should not come as a surprise.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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