Successful leaders believe in accountability.
When I say, “Leaders hold people accountable,” who comes to mind? Employees, right?
Authority without accountability is abuse.
Authentic leaders think of themselves, as well as others, when they think of accountability.
Beginnings:
Responsibility begins with leaders, not employees. When you expect responsibility from others, become accountable to others.
After you become accountable, expect mutual obligation.
Reality about accountability:
You can’t impose accountability. You can’t buy it or force it. It’s a myth to think you can. Responsibility that elevates performance is freely embraced. People hold themselves accountable. Coercion and high performance are mutually exclusive.
Mutual:
Accountability is about taking care of each other.
“Go into every interaction with those who work for you believing that you are as accountable to them for your performance as they are to you for their performance.” Jim Whitehurst, Executive Chair at Unity Technologies.
Leaders are accountable to employees:
- Candor about bad news as well as the good.
- Feedback that aligns with mutually agreed upon expectations.
- Listening. Employees would leap for joy if they heard leaders say, “I’m accountable to you for my listening behaviors.”
- Create environments where people can bring out their best.
One-way accountability is arrogant.
What accountability practices work best for you?
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Previously Published on leadershipfreak with Creative Commons License
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