Accountability is a tough term. What do you think your team hears when you say, "We need more accountability"?  

Most teams hear "we're in trouble" or "they don't trust us" or some version of belittling, finger wagging, or micromanagement.  

Thesaurus.com’s first synonym for hold accountable is to “place blame for wrongdoing.” OOF.

Not exactly positive workplace culture material. Yet we know accountability is mission critical to creating results and outcomes.

So how do you create Empowering Accountability?

1) First, instill a new definition for accountability. Let your team know that when you are talking about accountability, you're talking about how each team member (including yourself) can be more “count-on-able.” This definition leverages people's personal pride and desire to be perceived as someone other people can count on.

Try starting a dialogue where people share what they can be counted on for. As a leader, you can start, perhaps with something like "You can count on me to consider the best interest of the team" or "You can count on me to care about you as a person." If you have psychological safety where vulnerability and transparency is encouraged, you can also share what each of you can't be counted on for.

This takes accountability from being a top-down victim experience of being controlled to a bottom-up personal responsibility to show up and follow through.

2) Second, clearly define character and competency expectations. (More on this below.) Do not allow circumstances to define commitment. Be clear that being busy, for example, isn't a reason to not deliver on character expectations to be civil. Thoughtfully incorporate these into your performance review process.

3) Third, accountability is to witness when someone is struggling. When you see someone is struggling, you’ve likely been asked to “hold them accountable.” But what does that even mean? Hold them in check? Hold their feet to the fire? Consider instead, supporting, coaching, and guiding them to success.

To a point. (You knew that was coming, didn’t you?) If someone repeatedly isn’t pulling their weight or isn’t being kind and there’s no consequence, things get wonky fast. When you say nothing, you give unsaid permission to perpetuate low performance or bad behaviors. Subpar behavior or performance becomes normal and accepted. A new, low standard is set. Identity is questioned and pride is lost. Mediocrity sets in. Caring slips. This is why Close the Gap conversations are SO important.

4) Fourth, accountability is to also witness when someone is being successful. When you see success, follow up with heartfelt acknowledgement. You get what you celebrate.

5) Lastly, and most importantly, please know, as the leader, you are accountable for accountability. As the leader you set the bar. You determine what is acceptable. This is another one of those moments where your team is a reflection of you. Take some time for self-reflection and contemplation, and see where there may be a gap in your own leadership. What is your relationship to accountability, and to holding others accountable?

"It may be hard for an egg to turn into a bird: it would be a jolly sight harder for a bird to learn to fly while remaining an egg. We are like eggs at present. And you cannot go on indefinitely being just an ordinary, decent egg. We must be hatched or go bad." C.S. Lewis

Accountability should never be used to shame or manipulate your team into doing the work. Empowering accountability is an avenue to support your team in hatching and eventually soaring—into becoming the best version of themselves, at work.

Want to learn how to support and guide a team member in closing a character or competency gap? Check out our Close the Gap Accountability Framework downloadable digital tool today.