Leadership Accountability Definition in Management

Step 1: Common Purpose:  Start with WHY.  It's not just about understanding why things matter; it’s about realizing that we all play a crucial role in the bigger picture.  You can often link it to the left-hand side of your Rockefeller Habits One-Page Strategic Plan OPSP.... your Core Purpose, Core Values, BHAG, and Brand Promise.  These are all things we, as a company, have decided are essential to the long-term benefit of the organization.  Suppose we all understand the greater good supported by achieving a goal, enforcing a policy, attending a meeting, working overtime, completing a report, etc. We will be much more committed to seeing it through in that case.

Step 2: Clear Goals & Expectations:  Get clear about WHAT needs to be done.  Don’t be vague or assume everyone knows what you mean.  One of the most significant breakthroughs for new clients using our Rhythm Consulting software program is the discipline of setting SMART Red/Yellow/Green success criteria upfront.  And make sure to state your goals and expectations using SMART criteria: Specific, Measurable, Attainable, Realistic, and Time-bound. From the beginning, Getting clear and aligned around what success looks like can have a powerful and positive impact on results. Accountability requires a set of clear goals so that everyone is on the same page about what is expected of them; without this, you can't have an accountability culture.

Step 3: Effective Communication: Don’t assume that just because you said something once or sent out an email, everyone got it.  Even if they all heard you say it or read the email, that’s no indication that they understood you.  The goal of all communication should be shared meaning.  A good rule of thumb for communicating an important message to a group of people is to strive to share your message seven times in seven ways.  Speak it, email it, create a visual tool, put it in the newsletter, review it in meetings, ask them to repeat it, and be creative.  Seven times may seem like overkill, but it's a small price to pay for the value of your understanding and involvement.  People process information differently, so ensure your message is received and understood. Effective managers have incredibly high employee engagement and can communicate openly and honestly about their challenges to resolve them quickly.

Step 4: Coaching, Feedback & Adjustments: It’s essential for people to know how they’re doing and to be able to share their progress with the team.  Your weekly staff meetings and Red/Yellow/Green status updates are great tools for monitoring progress, identifying areas that may fall short, and making critical adjustments before it’s too late.  One of the most accurate tests of an accountable culture is the team’s ability to provide and accept coaching and feedback from each other.  It requires a high level of trust and a deep understanding of the best intentions by all (back to common purpose), but once you get there, accountability will soar, and so will results.  Team accountability begins with personal responsibility, so start your accountable leadership journey by looking in the mirror.  This critical component of leadership development will help you achieve results.  

Step 5: Consequences: There are..... consequences.... but not until you’re sure you’ve done your part on the first four steps.  And don’t forget that consequences can (and should) be positive and negative for people to be held accountable.  Recognize and appreciate excellent behavior and outstanding results, and celebrate your victories!  Remember to be transparent about the consequences before the beginning of a project.  At the beginning of an initiative, make sure that you set up both positive and negative consequences.

Increasing team accountability in your organization is within your grasp.  You need to be purposeful about creating a culture of accountability.  Be fair and consistent, be true to your word, and set a notable example.  Accountability can be contagious, especially when you all share the exact accountability definition and speak a common language.  Read about the 5 c's of team accountability to increase your team's performance and get them to hold themselves accountable - or read an exhaustive list of accountability examples.  Great leaders use transparency and accountability as part of their leadership development in their dealings with their team members in their team meetings to improve performance.