"The best teams are made up of people who are willing to hold each other accountable." Patrick Lencioni
Building accountability as a leader is crucial in order to foster a high-performing team. It goes beyond holding yourself accountable to your own actions.
Its important that others in your team feel accountable for their actions and that they feel responsible to hold others accountable to theirs.
In the absence of accountability standards drop and managers feel a need to micromanage people because the actions don't follow the words that they say.
Nothing signifies a high performing team more than an ability to call out someone in the team who is not meeting the standard and attempt to help them meet the standard set.
The Importance of Accountability as a leader
- Enhances Trust: Leaders who model accountability foster an environment of trust. When team members see their leaders taking responsibility for their actions, it encourages them to do the same, creating a culture where everyone feels valued and respected.
- Drives Performance: Accountability leads to improved performance as individuals are more likely to meet their commitments when they know they are being held responsible for their actions. This accountability can manifest in setting clear goals and expectations, as well as providing regular feedback.
- Encourages Open Communication: An accountable leader promotes transparency by openly discussing both successes and failures. This practice not only builds trust but also encourages team members to share their challenges without fear of judgment.
How to build a team who hold each other accountable
1. Foster Open Communication
Encourage team members to express their thoughts and concerns openly. Create regular opportunities for feedback where individuals can discuss performance without fear of negative repercussions. The moment you don't comment on a bad behaviour you are condoning it. And it makes it a million times harder to correct. "I'll let it slide this once turns into a slippery slope."
2. Set Clear Expectations
Establishing clear performance objectives is essential for accountability. Leaders should communicate what is expected from each team member and ensure that these expectations align with the organization's goals. This clarity helps prevent misunderstandings and sets a standard for performance.
3. Embrace Consequence Management
Accountability must be coupled with consequences—both positive and negative. As Lencioni notes, “Failing to confront people quickly about small issues is a guarantee that they will become big issues.” This quote underscores the necessity of addressing accountability proactively to prevent minor problems from escalating into significant challenges.
4. Lead by Example
Leaders must model accountability themselves. By taking ownership of both successes and failures, they set a powerful example for their teams. As Lencioni states, “One of the keys to Alan (Mulally)’s success was something I call ‘joyful accountability.’” This highlights how accountability can be approached positively, fostering an environment where team members feel supported rather than punished for their shortcomings.
5. Encourage Peer Accountability
While leaders play a crucial role in accountability, encouraging peer-to-peer accountability can enhance team dynamics. Team members should feel empowered to hold each other responsible for their contributions, creating a collaborative environment where everyone works towards common goals.
Building a Culture of Accountability
To embed accountability into your team's DNA, consider these additional practices:
- Regular Check-Ins: Schedule frequent one-on-one or team meetings to discuss progress and challenges.
- Celebrate Successes: Recognize achievements publicly to reinforce positive behaviors and motivate others.
- Provide Training: Equip your team with the skills they need to hold each other accountable effectively.