Accountability and Performance
A lack of accountability is rarely intentional. More often, it’s the result of an underlying issue, such as unclear roles and responsibilities, limited resources, poor strategy, or unrealistic goals.
Accountability is defined as “being called to account for one’s actions”. In the People + Science Psychological Safety Benchmark is the second largest challenge in teams and the number one issue undermining trust in leadership teams.
6peas provides frameworks, tools and training founded in neuroscience, to build accountability within organisations from leadership teams to frontline teams. This means more often than not getting leaders to accept Legacy Leadership principles by
• Accepting complete responsibility for personal behavior
• Meeting/exceeding agreed upon expectations
• Admitting mistakes
• Admitting limitations of knowledge
It also includes creating coherence around the following:
- Enhancing performance metrics and performance evaluation to drive motivation, mastery and autonomy.
- Clarity in roles and responsibilities
- Clarity around the decision-making authorities
- Realigning purpose and the strategic activities and goals
- Building policies and procedures that support the application of accountability in both performance and behaviours
- Aligning the accountability frameworks to support autonomy and collaboration in the workplace
- Building accountability frameworks suited to the motivational drivers of different individuals
Build a Legacy Leadership Mindset
1. Upskill in conversational intelligence
2. Create a safe conversational space
3. Be clear about your definitions of accountability and performance
4. Seek to gain a good outcome for you, the other person and the relationship
5. Ensure you are receptive to feedback and are ready to listen intently
6. Be ready to commit to action
7. Be able to measure and evaluate your success and growth.
The Benefits of Good Accountability Frameworks:
· You are trusted.
· You are respected.
· You send the message that you are willing to do whatever is necessary for the success of the team.
· You are a “high performing” professional.
· You job security is likely increased.
· You improve the likelihood of being promoted.
· You can be trusted to complete challenging and meaningful job assignments.
Did you know:
Accountability was the second most referenced need for boards and leadership team to start building trust and psychological safety in teams.
- Conversational intelligence
- Accountability frameworks
- Neuroscience of leadership