How would you hold people accountable if you didn’t have authority? Don’t demand what must be given.
Coercion doesn’t produce ownership.
Accountability isn’t the cure for low commitment; it’s an expression of high commitment.
This post shows you how to develop healthy accountability practices.
Personal behavior isn’t private when you’re a leader.
Andy Byron, CEO of the tech firm Astronomer, and Kristin Cabot, its Chief People Officer, were captured in an embrace on a Coldplay “kiss cam” (July 16, 2025).
A cheater in one area often cheats in others.
Infidelity doesn’t stay in the bedroom. It shows up at work.
A leprechaun has given us fits for years.
Recently the dirty trickster hid my wife’s coffee cup. Worse yet, when she puts a mini–Reese’s Peanut Butter Cup on the counter, he steals it when she looks away.
Blame is a beautiful thing.
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.
I don’t want to choose where we eat. I usually don’t care. Some people don’t like making decisions.
You often defer to “experts.” Up to 75%* of us, for example, let doctors make important decisions for us.
Others shape your life when they make decisions for you. Sometimes it’s destructive.
Sincere managers unintentionally take responsibility for other people’s jobs.
People get dumb and weak when you solve problems for them. Being the answer-manager builds your ego and weakens your team.
Stop pressuring yourself to solve everyone’s problems.
Leaders are irresponsible when they do other people’s jobs for them.
