Recently, a friend relayed a story about a colleague who is ALWAYS 10 minutes late for meetings. She said she “trusts” this person to always show up late. We laughed about the (mis)use of the word “trust” and moved on.
But what my friend is actually doing is forgiving her colleague for her lack of accountability by ignoring her tardiness. I’ll bet nobody has ever spoken to this person about arriving on time.
Accountability is a large component of trust, but one of the least discussed.
So how do you build accountability into your organization?
Be the Role Model: Leaders can’t demand accountability without first modeling it. Deliver on your expectations and do what you say you will do. Then, set up the following action plan to instill its importance in your team:
- Role identification: Team members need to understand their roles.
- Expectations & Goals: Identify them in a way that the team understands and accepts.
- Don’t Be a Dictator: Work the accountability plan together. Get the early “buy-in.”
- Discuss it: Place the plan on the agenda for discussion, and make modifications, with the team, when needed.
- No Excuses: Once the accountability plan is in place, enforce it as the leader and encourage it between team members. No excuses for:
- Missing deadlines
- Tardiness
- Too many mistakes
- Low quality output
- Showing up late to the meeting.
The outcome of an accountability plan is trust. It’s a win/win!
Barbara Brooks Kimmel is the Executive Director of Trust Across America-Trust Around the World whose mission is to help organizations build trust. She is also the editor of the award winning TRUST INC. book series. In 2012 Barbara was named “One of 25 Women Changing the World” by Good Business International.
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Should you wish to communicate directly with Barbara, drop her a note at Barbara@trustacrossamerica.com
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