Holding Teams Accountable in the Right Way

Accountability does not simply mean taking the blame when something doesn’t go according to plan. At the end of the day, it’s not a blame game; it’s a function to help grow a passionate and engaged workforce. Holding someone accountable is about ensuring they deliver on a commitment and uphold their responsibility to the team.
Creating a climate of accountability is often done with the hope that ensuring clarity will lead to success and the achievement of goals. By making expectations clear from the get-go, team members know where they stand and understand how their role plugs into the rest of the team structure.
Getting angry with someone and embarrassing them when they drop the ball in the hopes of teaching them how to be accountable isn’t going to solve anything; it actually has the opposite effect. Bringing someone down in front of their team members will leave them feeling frustrated, uncomfortable and unsure of their role in the team. In turn, these feelings of inferiority have a direct impact on productivity, motivation and overall performance.
To achieve success and positive outcomes, here are some easy ways to instil accountability as a key characteristic in your team:
Setting expectations
When setting out tasks for various people in your team to complete, it is important to consider the strengths of each member. For example, putting someone in charge of project deadlines when they have very little concept of time is a recipe for disaster. By giving people the roles they feel most comfortable in, you’re more likely to see great results. Highlighting these roles and emphasising the importance of each is something that needs to happen upfront so people know where they stand from the start.
Constant guidance
Remember, there is a difference between guiding someone and micromanaging them. Don’t suffocate the members in your team by continuously questioning their methods and pushing them to get things done. Instead, come together and guide them in more productive ways to get the task done.
Dishing out constructive criticism
We’re all human and people are going to make mistakes. Instead of losing your temper with someone when something slips under the radar, give them criticism they can use to get back on track. At the end of the day, no one is going to know they are going wrong if they don’t receive feedback. By giving team members valuable feedback – like adjusting a method or tweaking a system – you’ll empower them to strive for success.
When working in a team, accountability is a team game. The desire not to let another team member down drives people to do their best. Focusing on being clear from the get-go, rewarding success and providing valuable feedback will ensure that teams are passionate and ready to take on even the trickiest task.
Franchise Enquiries – Pieter Scholtz / Harry Welby-Cooke – pieterscholtz@actioncoach.com / harrywelbycooke@actioncoach.com.
Pieter Scholtz is the Co-Master Licensee in Southern Africa for ActionCOACH, the fastest growing and largest business coaching company globally. Pieter and his partner Harry Welby-Cooke developed ActionCOACH across Southern Africa, which now boasts over 30 franchisees. He is also a certified, leading business and executive coach. He has successfully assisted countless business owners to significantly grow their profits and develop their entrepreneurial skills. www.actioncoach.co.za / 0861 226224.