Accountability is often misunderstood in the business world. Many see it as a tool for punishment or as a way to assign blame when things go wrong. This misconception leads to accountability being overlooked or avoided altogether, causing a lack of responsibility and ownership among employees. However, true accountability is not about reprimanding failures; it’s a powerful support tool that empowers employees to rise to new challenges and achieve their highest potential.
When approached correctly, accountability is about setting employees up for success. It’s a commitment from leadership to help their team members drive towards their goals. As a leader, you might say, “I am committed to holding you accountable as you strive for success. We will meet weekly to discuss your achievements and the challenges you encounter in reaching your goals. My role is to support you in realizing those accomplishments.” This reframes accountability as a partnership, where leaders provide the guidance and resources necessary for employees to succeed.
Clear, well-defined goals are essential for accountability. However, goals are most effective when the recipient is actively involved in their creation. By participating in goal-setting, individuals can ensure that the goals align with both the company’s objectives and their personal aspirations. This approach not only meets the needs necessary for success but also releases the individual’s achievement drive. This step aligns with the sixth stage of the 7-step coaching process: Challenge. The challenge step involves a discussion about when and how the team member will deliver the need identified in the Coaching step. For example, asking, “So, how do you think we are able to get this done?” The answer to this question becomes the foundation for the goal to which accountability will be tied.
Accountability isn’t about assigning blame when things go wrong; it’s about providing the necessary support to help your team succeed. This means offering guidance, resources, and continuous coaching. Leaders should provide consistent feedback, encourage progress, and be available to help when challenges arise. The coaching steps Coach and Praise are critical here, reinforcing positive behaviors and addressing areas for improvement. Using Co-hesion’s leadership development coaching program as a standard creates leadership harmony, alignment, and a strong foundation for succession planning. For the purpose of this discussion, we focus on how this system facilitates goal clarity, which is crucial for fostering accountability within the team.
Finally, for accountability to truly take hold, leaders must believe in their team’s ability to meet their goals. This belief translates into trust and empowers team members to push themselves further. It also involves challenging them to step out of their comfort zones and grow, tying into the final coaching steps: Challenge and Follow up. Regular follow-up ensures that accountability is sustained over time and that any issues are promptly addressed.
Accountability is more than a buzzword; it’s a vital element of business success. By focusing on goal clarity, support, and belief, leaders can cultivate a culture of accountability that drives performance and fosters growth. The 7-step coaching process offers a practical framework for embedding accountability into your organization, helping your team achieve their best and ensuring that your business thrives.
