Want to improve accountability? Most leaders do. The problem is accountability is a fuzzy word.
The first step is to get clear on what outcomes you want people to be accountable for. A simple way to get this clarity is to ask “What can the team count you for?” The answer should be an outcome (usually a few bullet points) and not a list of tasks.
When I work with teams, I tell them they can count on me to help them get exceptional results by:
- Keeping them focused on the few most important things
- Improving what need to be improved in a timely manner
- Improving their leadership/team skills and collaboration
If I do that, then I am doing my job.
Any fool can be busy. What we really want are results.
Let’s be honest, if your top salesperson is delivering the results, do you really care how they achieved it? (This assumes it is being done in an ethical manner and in alignment with cultural values of the team.)
Several years back I was hired to coach a leader. Prior to starting the assignment, I met with the leader’s supervisor and started to explain all the steps I would be taking in the coaching process. This SVP cut me off and said “Look I don’t care how you do it, just fix the effer.” I got his point.
So get clear with each of your team members about the outcomes you want from them. Then, and only then, can they be truly accountable.
And while you are at it, ask yourself: “What can my team count on me for?” Maybe there is room to improve accountability on your side of the net too.
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