Recently I noticed how often my clients started a sentence with the words, “If only . . . ”
If only I could keep good people.
If only they would listen to me.
If only we could finish that project.
If only I had more hours in a day.
What’s your if only . . .?
When I really listened for these kinds of statements, I realized they all point to the same issue – a lack of accountability within their organizations. As business leaders it is our duty to produce an environment where accountability can flourish.
As Leslie Hart says, “The brain does not need to be motivated any more than the heart needs to be motivated to pump blood.” Meaning that people are naturally motivated and want to be accountable – but often obstacles get in the way of the desired results.
How can leaders Inspire Accountability?
Have Clear Expectations and Goals
Every one in your organization must have written goals and plans. As I say in my workshops, “You can’t be accountable for nothing!” Yet time after time I see teams operating without a clue about what the end goal is. People cannot be accountable unless it is absolutely clear what result they are responsible for achieving.
Be sure that your team or organization has SMART Goals – specific, measurable, attainable relevant and time bound. But just because you set goals doesn’t mean that people are aligned with them. To help others buy-in to the goals and plans, enlist their help in constructing them. As we so often say to our Best Year Yet clients,
People will not destroy that which they helped to create.”
Pull your team together to create the goals for the organization. Then ensure each member of the team has their own set of goals that align to the organization’s goals.
Create a Compelling Why
Recently I was working with a client whose “If only…” was “If only they (her employees) would do what I ask them to do.” My question for her was “Why Should They? What purpose does their job serve? How do they fit into the vision/mission of the organization? How do they make a difference?”
To generate accountability, give people a reason to believe in the goals of the business.
What does the organization value? Are your goals aligned to these values?
Imagine the people in your organization living these values in their daily work. Would it make a difference? Remember the story of the three bricklayers? When asked what they were doing the first bricklayer responded, “Laying bricks”; the second responded, "Providing for my family”; and the third responded, “Building a cathedral.” Which response has more power? Creating the compelling why and living our values appeals to people’s sense of higher purpose.
Eliminate perceived boundaries and limiting mindsets
There are boundaries around teams when it comes to achieving goals. Some of the obvious are policies, procedures, systems, laws, and lack of resources. While those boundaries can be managed, the boundaries that will most affect accountability are the perceived boundaries or limiting beliefs that inhibit others from accomplishing the goal.
During a recent workshop we were discussing engagement when one of the participants said, “it is hard to be engaged when my employer doesn’t want us to be innovative.”
I responded, “Really? What makes you say that? Is that true or a belief you have about that?”
When we drilled down, we agreed that her belief was an imagined boundary or belief that constrained her from taking action. You will often hear imagined boundaries in the excuses that people make for why they can’t complete a goal or task. What excuses do you hear in your organization? Eliminating the limiting beliefs will allow accountability to soar.
Encourage Open and Honest Dialogue
Too many organizations are afraid of the kind of open and honest dialogue that’s necessary to ensure accountability. To avoid this pitfall have a system for giving you data how each team member is contributing. Best Year Yet clients use our Producing Results Online® software to measure the Say/Do ratio of each team member. Using this tool generates the ultimate in accountability through the natural process of what we call Positive Peer Pressure.
Generating accountability through such open and honest dialogue generates performance cultures rather than blame cultures. When a performance culture thrives, people are able to measure where they and others are not accountable and give one another immediate feedback. When people can be candid with each other, they create an environment in which achievement flourishes and fear dissolves.
Maintain Focus and Discipline
Remember the main thing is to keep the main thing the main thing.
To inspire accountability help others maintain a focus on what matters most. When our attention is scattered, performance suffers. When we are focused on the few vital results, performance soars. To maintain focus regularly set aside time to review progress on your goals and plans. Have the discipline to stick to the schedule for these meetings – no matter what.
Be a Role Model
As Albert Einstein said,
“Setting an example is not the main means of influencing another, it is the only means.”
Ultimately walking the talk inspires accountability in others. As a leader be willing to ask yourself, ‘how well do I practice the adage Know Thyself?’
Am I accountable?
Do I follow through on my promises?
Am I taking personal responsibility for my actions and attitudes?
Do I confront my own perceived boundaries or limiting beliefs?
Taking responsibility by developing yourself as a leader to the next level automatically expands and grows teams. When your team grows and expands, they begin to take accountability for their actions and your results transform at the same time.
Instead of focusing on the “If only’s...”in your organization, take responsibility to shift your attitude and actions to creating a culture where others are inspired to be accountable.
Kimberly Kniveton MBA, is owner of Ascent Coaching & Consulting and a partner in our global organization Best Year Yet Partner Coaches.
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