Accountability can be thought of as a punitive word with an implied threat-as in “I’m going to hold you accountable.” Yet, when you think about holding someone accountability, it is actually a measure of your respect for them and the high expectations you have for them.
Throughout the past 38 years, first as an executive search consultant and then as an executive coach, I had the opportunity to work with hundreds of executives. During those years, I began to see what leaders do that leads to accountable cultures. Consistently holding your people accountable is indeed a sign of respect. People who are respected, respond by respecting the person respecting them.
“Leadership is not a license to do less, it’s a responsibility to do more.”
What makes leaders different from everyone else? How do they build trust with the people they serve? Why do they forego their own interests on behalf of those they lead?
These questions refer to true leaders. The type of leaders whose followers will march behind them no matter where they’re headed. The type of leaders who inspire feelings of safety and commitment. Continue reading →
So much productivity is lost in businesses because the people who are hired to do the work are not motivated or even worse are demotivated to give their best effort. Have you seen this in your organization?
What is the root cause of this lack of motivation? In some cases it’s because people are afraid to take risks. They worry about the consequences of their actions; in many cases they fear repercussion from their boss. However, in increasingly more organizations, the lack of motivation stems from a lack of leadership from within. Continue reading →
Accountability leads to success. Why? When people take responsibility for their actions they make changes that lead them to do things differently, to do new things and/or to stop doing things that held them back. This may sound simplistic, but its true. Continue reading →
One of the keys to a successful company is teamwork. When people to work effectivley together great things happen. Though it’s not recognized a key discipline in many organizations, companies that make it a top priority always come out ahead. Check out this infographic for ideas on how to run your organization more effectively: Continue reading →
In today’s world too many people avoid accountability for their actions. When things go wrong they find someone or something else to blame. Look around you…I’m sure you’ll see examples.
Too often leaders of organizations take the credit when things go well, but they find ways to avoid responsibility when they get unexpected results. This behavior will not work in the long-term; accountability is too important for leaders avoid. They need to make every decision with the resolution that no matter what the outcome, they will take responsibility for the results.
First and foremost, it means that you accept responsibility for the outcomes expected of you—both good and bad. You don’t blame others. And you don’t blame the external environment. There are always things you could have done—or still can do—to change the outcome.
In the article Mr. Hyatt gives a great example of a leader truly stepping up to his accountability (pay particular attention to the opening paragraph in the summary report).
Leaders will not succeed in the long run if they are not accountable in their personal lives. My friend and mentor Dr. Paul Jenkins is the expert in personal accountability. In his recent video he describes two paradigms that shape individual’s lives. Watch this video – it will change your life for the better:
Take responsibility for your actions. Be accountable as an individual and as a leader. I promise you will achieve more success in everything you do.
— The Product Management Perspective: The way in which product managers see their world – their ‘paradigm’ – influences their effectiveness as a leader. They can take the ‘victim’ approach or the ‘agent/hero’ approach. If they blame others and wonder why things don’t work out, they are taking the victim approach. If they take accountability for their actions and do whatever it takes to succeed, they become agents of positive change. They become heroes to those whom they lead. Not ‘hero’ in the sense of super heroes, but in the sense of someone who does more than they are expected (and probably paid) to do.
July’s Leadership Carnivals brings together links to more than 25 fresh posts on topics such as accountability, talent management and succession planning. You’ll find posts from great bloggers such as Wally Bock and Chris Young. The Leadership Development Carnival is well a half hour of your time.