Accountability Is Not A Dirty Word

Posted on: February 24, 2021

Stop thinking of it as a dirty word – Accountability.
Accountability is vital to every organisation. You need to know who is responsible for particular tasks and activities. If something needs to be done, you need to know who to go to in order to get that done. That is what accountability essentially is.

Most organisations have this negative connotation around accountability as if it’s about blaming someone for when things go wrong or when things are not done on time. But, accountability, in actual fact, holds everyone to a level or a standard that everyone expects to achieve within an organisation. Accountability is critical.

Through the EOS system, The Entrepreneurial Operating System, one of the tools that we use when we work with organisations to get them to grow, scale and ensure that everyone is working in the same direction is an Accountability Chart. We sit down with the leaders of organisations and we go through with them, working through who is the right person for the right seat on the bus. We use an Accountability Chart to develop the roles that need to be filled within an organisation.

Developing accountability within your organisation takes time. It takes the right tools, mindset and frame of mind. And, that needs to be shared across the entire organisation.

I’m going to share with you a few ways that you can develop accountability within your organisation.

1. Be Reliable And Consistent

The first thing is to be reliable and consistent. You, as a business owner, leader and entrepreneur, need to set the standard. You need to set the example for your organisation, so you need to be reliable and consistent. If you are reliable and consistent, then your team members are going to mirror that, and then they are going to become reliable and consistent.
And, when you develop your Accountability Chart, you develop what the roles for each position are on your Accountability Chart, then that expectation is a given.

It’s actually something that is just a standard that everyone is going to be reliable, and they’re going to deliver consistent results based on what their role and occupation are within the company.

2. Communicate Expectations Clearly

The second thing that you need to do is communicate the expectations clearly. Don’t assume anything. Most people make assumptions, and assumptions lead to failures. You need to communicate what is expected of each member of your organisation. Having detailed job descriptions is essential here.

When we work through an Accountability Chart with our client, there are usually five main roles or responsibilities for each position in the organisation. So, you need to identify what the five most important things that this staff member is expected to do as part of their role. And, if that is clearly communicated with them and shared with them, then of course, they’re going to be able to hold themselves accountable and produce the results that you need in that position as well.

3. Empower Your Employees

Thirdly, you’ve got to be able to empower your employees. Make sure that your staff members have enough autonomy, leeway and flexibility, and that you’re not micromanaging them, but rather empowering them to be responsible for those five key roles that you’ve given them as part of your Accountability Chart.

At the end of the day, you want to turn accountability into something that people aspire to and strive towards so that they are not scared of the word and are not afraid that they are going to be blamed when things are not done on time or when things are not done properly. You want to create that freedom and flexibility around that. When you do that, you also create collaboration because when people are empowered and they know they are responsible for a particular role, then they are possibly going to reach out and share some of the activities. They might delegate some of their roles with some of the staff members that they are responsible to.

You’ll find that your teams are no longer going to be competing because everyone’s not going to be afraid of being responsible, and fingers are not going to be pointed at them if things are not going to be done. They are actually going to collaborate more. They’re going to work more cohesively. They are going to reach out to each other. They are going to try and solve problems, not only in their division, but across the company as well.

And, that is the power that accountability can have in your organisation when you get it right and you do it properly.

4. Create A Learning Environment

Lastly, what accountability does for your organisation is create this learning environment so all your team members are actually learning from each other; they are learning from the customers and other team members. You might not be the expert in your particular field, but you’ve got to reach out and learn new skills or speak to someone else that knows a bit more about that for you.

Accountability, at the end of the day, is not about pointing fingers and putting the blame on other people. It’s about fostering this environment within your organisation where people feel empowered and know what their roles are and what is expected of them. This environment allows employees to collaborate with their team members to achieve the outcomes and the vision of the company as opposed to working in silence and taking credit for things that others do.

That’s what accountability is. Your role as a business leader, as the entrepreneur, is to develop this accountability within your organisation. We can certainly help you do that using the EOS system. As I mentioned, we use the Accountability Chart. It’s one of the tools in the EOS system that helps you identify the right person for the right seat on that proverbial bus.
We also use another tool called GWC where you can identify that your staff member Gets the role, they Want to do that role, and they also have the Capacity to do that role.

These are two important tools that we teach and show you how to use as part of the EOS system. And, that is only in one component—the people component of the EOS system. So, if you’d like to know a bit more about how we can help you implement EOS in your organisation, hit the button below to schedule a call with me. I look forward to speaking with you soon.

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