When something doesn’t go as planned, it can be easy to point out the reasons why. Usually, this list starts with someone else—anyone else—but we believe the approach to accountability should always begin with “me” and not “you.” As a leader, taking ownership of accountability within your organization positions you as an anchor for others, which encourages accountability in those around you. So, try to switch up the conversation and look in the mirror before you peer out into the crowd.
How To Become The Anchor
What steps can you take to become an accountability anchor for your team? Here are a few that we find ourselves revisiting when we need a refresher:
Encourage your team to adopt the “me not you” attitude. Ask them to look at themselves before placing blame elsewhere. In doing so, you help to create an environment of reliable, self-reflective individuals.
End-to-End Ownership and Accountability
When you take initiative and responsibility, both the actions of the team and the results of an idea fall squarely on your shoulders. This kind of pressure requires you to combat an innate reflex for defensiveness and a penchant to make excuses. When we give attention freely and take responsibility for the work our team delivers, we’re often able to accomplish the following:
If you are interested in reading more about accountability and the difference between knowing better and doing better, please visit our recent blog, Accountability: Bridge the Gap Between Knowledge and Action.