Accountability is an integral part of team performance., yet for many managers it presents a dilemma.

How can you and your fellow managers ensure accountability without undermining a culture of engagement and empathetic leadership?

Accountability managed well fosters personal growth, builds confidence and lifts individual and team results but handled poorly it can destroy team dynamics, undermine relationships and diminish trust and productivity.

 

Difference between Responsibility and Accountability

 

 

Effective accountability is not the old “command and control” model we’ve seen in the past; it needs to be:

• Human-centred
• Purpose-driven and
• Empowering rather than micromanaging.

How can you balance the need for accountability with the desire to create an empowering, engaging culture?

It’s about setting clear expectations on outcomes, engaging in regular and open feedback and providing a safe and supportive environment in which to work.

 

WHY ACCOUNTABILITY MATTERS

 

• 82% of people either avoid or fail at holding others accountable.
• High performers thrive in high-accountability environments; low performers dislike them.
• Accountability fosters respect and stronger relationships among team members (Patrick Lencioni).

For example, having an open discussion about the purpose of an activity, the relevance to the outcome and expected results can alleviate misunderstandings, foster greater engagement and flush out any support required to deliver true ownership.

Conversely, lack of ownership or buy-in leads to poor motivation, low productivity and wasted effort, as well as the inevitable friction within the team.

Patrick Lencioni, in his book The Five Dysfunctions of a Team, highlights accountability as a core element of high-performing teams. However, for many leaders, the very notion of holding people accountable can seem in conflict with a leadership style that emphasises empathy, engagement, and support.

As a manager, developing an understanding of how to effectively achieve accountability in your team is key. This capability will empower your team to collectively and individually achieve results driven by a culture of trust, collaboration and mutual expectations.

By developing these skills, managers can redefine accountability as a tool for growth and empowerment, and a positive force that drives engagement, trust, and performance.

 

 

THE PRACTICAL MANAGER: EMPOWERING YOU TO MANAGE WITH ACCOUNTABILITY

 

Creating a culture of accountability is crucial to building high-performing teams. However, knowing how to effectively implement accountability can be a challenge. That’s where The Practical Manager comes in.

This new program is designed to provide you with actionable tools and strategies to manage your team with confidence and clarity. One of the core modules, Building Team Culture and Accountability, dives deep into how you, as a manager, can create a culture of ownership and high performance. You’ll learn how to set clear expectations, provide constructive feedback, and foster a safe environment for your team to take responsibility for their results.

If you’re ready to take your management skills to the next level and build a team that thrives on accountability, The Practical Manager is the program for you.

To learn more, download our free PDF: 5 Practical Skills Every Manager Needs and register for The Practical Manager Program here to secure exclusive Early Bird pricing.

We look forward to helping you transform the way your team achieves results.

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