The Accountability Myth
Successful leaders believe in accountability.
When I say, “Leaders hold people accountable,” who comes to mind? Employees, right?
Authority without accountability is abuse.
Authentic leaders think of themselves, as well as others, when they think of accountability.
Beginnings:
Responsibility begins with leaders, not employees. When you expect responsibility from others, become accountable to others.
After you become accountable, expect mutual obligation.
Reality about accountability:
You can’t impose accountability. You can’t buy it or force it. It’s a myth to think you can. Responsibility that elevates performance is freely embraced. People hold themselves accountable. Coercion and high performance are mutually exclusive.
Mutual:
Accountability is about taking care of each other.
“Go into every interaction with those who work for you believing that you are as accountable to them for your performance as they are to you for their performance.” Jim Whitehurst, Executive Chair at Unity Technologies.
Leaders are accountable to employees:
- Candor about bad news as well as the good.
- Feedback that aligns with mutually agreed upon expectations.
- Listening. Employees would leap for joy if they heard leaders say, “I’m accountable to you for my listening behaviors.”
- Create environments where people can bring out their best.
One-way accountability is arrogant.
What accountability practices work best for you?
This post is an amazing reminder of the importance of compassionate accountability. I particularly love the accessible distinction between responsibility and accountability. Thank you for the timely benchmark.
Thanks, Dan.
Can you elaborate on this “ When you expect responsibility from others, become accountable to others.”?
Or give an example.
Thank you .
Joe
Great question, Joe. A simple illustration is, show up to meetings on time if you expect others to show up on time. Another example is, if we make suggestions to others, be receptive to suggestions FROM others. And another example is, listen first.
If you’re asking about consequences for violating standards, it may require that those over us hold us accountable like we hold others accountable.
I’m not sure if I’m responding to the right question. If not, please let me know.
Yes! I always start with “Lead by example” if I am not willing to do it, I can’t expect my direct reports to be willing. If I am going to break the rules, I have to be okay with others breaking the rules.
Thanks for the kind words, Tesse. Glad to be useful. Cheers.
I believe leaders are are responsible and accountable for helping people perform at their best. When people fail or stop growing, the leader has to ask, “What changes do I need to make? What do I need to do differently? “
Thanks, Paul. We can be too quick to look at others. Love your suggestions. When things aren’t working as planned, look within first.
When I think accountability, I also think integrity and safety. Integrity to make/keep agreements, safety to speak up (ask for help) when I am falling behind on a target. Safety is big for me… we can only receive help/coaching/leadership from someone we’re safe with, anything else is (more like) chain of command.
Useful insight, Ken! Leadership accountability includes working to create safe environments where truth-telling is honored, not punished.
An interesting post with good strong message! Accountability brings in sincerity, discipline, commitment to deliver, teamwork, problem solving skills and the happiness on accomplishment. Successful leaders always instil this habit by setting his own example and progressive checks. It’s one of the key factors to the planned success at individual and organization level.
Thanks for sharing your insights, Dr. Asher. One thing that stands out to me is, “Planned success.” Love that expression. Sometimes plans are about preventing problems. The better question is, “How are we planning success for individuals, teams, and organizations?”
Thanks for this clarity and wisdom on an overused and misused word, Accountability.