Developing a Culture of Accountability

True or False?

“Everyone in our organization knows the top objectives and understands what’s expected of them.”

If you’re not sure, and those you direct can’t answer with 100% confidence that they know how you’re keeping score, then you’re not getting the performance you expect and it’s impossible to hold people accountable.  High-performing organizations cultivate a culture of accountability.

Consider this a Valentine’s Day tip: Accountability starts by loving someone enough to tell them the truth.

So don’t think you’re doing someone a favor by letting them slide.

When you have the right leaders on your team, they help you drive accountability. Most people don’t want to disappoint their peers.

You’ll know you’re developing a culture of accountability in your organization when the problem-solving, encouragement and support comes from a colleague who wants to support a peer who’s struggling. But when occasional shortfalls become a pattern of under-performance and colleagues can no longer count on a peer to keep their commitment, it’s time to deliver tough love.

Not sure what that looks like? Consider my 1-day accountability workshop March 30 in Dallas that’s loaded with exercises, tools and tips for delivering the tough conversation.