Someone recently said to me, “I hate the word accountability because it seems so punitive.” They preferred terms such as responsibility and commitment because, to them, they seemed more positive.
I found this sentiment interesting because it reveals an underlying belief that I encounter frequently as a leadership communication coach: the assumption that to obtain accountability from our people, we must state our expectations and hold their feet to the fire and not let off the pressure on them to achieve.
The truth is, what makes accountability seem hard is not the expectation for people to perform but rather the lack of faith that they can or will. When people worry about failing to meet expectations and believe failure will be a bad (or even fatal) mistake, they choke. An added layer of difficulty arises when we don’t help our people understand the “why” behind or at the core of their work.
Poor leaders put constant pressure on their people to perform, call them out when they come up short, or lay blame when they fail or make a mistake.
Great leaders instill confidence in team members, reinforcing that the staff can hold to their agreements and complete their tasks. Great leaders assure people that they will be supported, that they are capable, and that their leader has faith in their ability to adapt as needed. They make sure their people know their work matters by connecting it to purpose, ensuring everyone understands how specific tasks support the vision and overall goal achievement.
Great leaders shine a light on progress and redirect conversations from blame to action. They know how to continually clarify outcomes and reinforce belief. They know that to the degree they can help their people believe their contribution matters and their work makes a positive difference, they will help them become more responsible and accountable.
A culture of accountability is not formed by constant managerial pressure but rather a strong belief in the importance of the work and the belief that they are supported and have everything it takes to be successful. Leaders who speak with clear expectations and create this kind of supportive and positive atmosphere generally build strong accountability.
This environment of strong belief in themselves and the value of their work is what builds long-term performance over time. If accountability feels weak or punitive in your business, the solution likely lies in your ability to strengthen belief rather than pushing harder on expectations.
And isn’t building a team with long-term high performance what accountability was all about in the first place?
“Leaders inspire accountability through their ability to accept responsibility before they place blame.”
~ Courtney Lynch
