A significant challenge for management today is accountability. You must count on people doing what is expected of them, and doing it on time. But despite how important this is, many managers don’t know how to hold people accountable without seeming to be dictatorial. And employees today tend to ascribe negative connotations to the word “accountability.”
It doesn’t have to be that way.
Establishing an accountability-based organization involves two fundamental parts:
- Establishing expectations, and
- Following through
Both parts are important, and making sure both parts are in place is the responsibility of the manager. If a sound accountability system is agreed to and implemented, most people will respond positively. In fact, high performers like having both responsibility and accountability, and they can feel slighted if others are not being accountable.
When someone is not doing what’s expected, it needs to be addressed. The key is to focus on the difference between the expected performance and the actual performance as well as the poor performer’s behavior, not his/her character traits.
Copyright 2018 Bob Legge
I am a trusted advisor on strategy implementation and executive effectiveness to leaders of Fortune 500 companies, mid-size companies, nonprofits, education, and government. My work helps leaders drive strategy, lead successful change, develop high performance cultures, improve individual and organizational performance, and produce faster, sustainable growth and value.
If you want to seize new opportunities, dramatically improve your leadership effectiveness, and free-up more time for yourself and your family, give me a call.
My website is www.boblegge.com