“We need to hold people more accountable.” How many times have you said this in the past year? When things aren’t going well — maybe your numbers are down, you haven’t met your goals, or your pipeline is dry — it’s easy to turn to this familiar mantra. But when you say it, what your team members actually hear is: “You are letting me down,” or, “We are failing.” Instead of lighting an inspired fire under people, you can end up deflating them.
Does Your Team Have an Accountability Problem?
A lack of accountability is rarely intentional. More often, it’s the result of an underlying issue, such as unclear roles and responsibilities, limited resources, poor strategy, or unrealistic goals. This is why leaders who default to a plea for accountability often end up hitting a wall and feeling even more frustrated. A better strategy is to approach the issue with a leadership mindset. The following steps can help you start the conversation, identify the real issue at hand, and solve it: First, check in with yourself to make sure you’re not part of the problem. Second, find a time to discuss the issue with the other person and begin the conversation by asking them their perspective. Next, acknowledge their perspective and share your own. Finally, draft a plan of execution and agree on a way to measure success.