The three key components of accountability

The Accountability Guy®

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By now, we have worked closely on the concept of accountability in the workplace. But if we must monitor the practices at work, we need to understand what the measures are to do the same.

If we are planning to bring about a mindset shift at work, then we must have the right tools to measure the changes that can help bring about positive changes at work. Bringing the mind-shift about is not easy, but when planned properly, it can help in its successful execution.

Before we even look at the three key components of accountability, it’s equally important to understand why we need them. Why are they so crucial?

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Why we need three key components of accountability

When we talk about training and coaching the staff or the leadership, it is equally important that the organisation and management also understand the capabilities and scope of the role that they want each employee to perform. That way, they will be able to make a clear demonstration of the same to their workforce as well. Then they can work on the coaching and hire external experts to talk to their teams about accountability and then bring in practise as well.

Once they inherit the practise of accountability, the management will be able to put the feedback systems in place. That will give each employee clear direction about their strengths and weaknesses and points for improvement. That way, the teams will learn to perform better, everyone will have clear guidelines, clear communication channels, and a feedback system will be formed, and members will learn about each other’s weaknesses and strengths and will learn to work together while balancing each other’s strengths and weaknesses.

Now let us understand what the three components are that can help us achieve all our goals.

Three key components of accountability

1. Clarity

When we say “clarity,” that means communicating clearly what is expected out of that job role or team goals, creating clear communication channels amongst the team members and management, and understanding clearly the capabilities that each employee has. making sure that everything is clearly defined. Each employee should be aware of the expectations placed on them and the boundaries that limit their job roles. It is very important that the expectations are set very clearly from the beginning of the job.

2. Coaching

Now this is the crucial component. Once you have set clear expectations and understood their capabilities, you need to constantly train and coach them about accountability. If you don’t coach them, they will keep forgetting about it. Then they will not follow the guidelines that you have already set at work.

It is important that you keep training the leadership and managers about accountability so that they can set good examples in front of their teams and staff members. Hence, either dedicate one person in your human resources department who specialises in accountability coaching or hire specialists who can educate and train your team members. Let the professionals train your teams and make them learn about good practises from their own experiences.

3. Feedback

Once you have coached them over a period of time, it is recommended that you conduct regular feedback sessions and understand at what level of accountability your leadership is being practiced. Now a good way to get an assessment is through 360-degree appraisals, where each employee with whom you are working will write about your performance and relationship management. Once you inculcate the culture of feedback at the workplace, you will be giving that person an opportunity to improve and perform even better in the future. This way they will also appreciate the feedback culture at the workplace, and they will also learn to set good examples and follow the same guidelines with their team members.

Final Thoughts

All this while, we have learned about the importance of accountability and how it can help us achieve greater goals at work.

It’s not just financial but in terms of building and maintaining healthy relationships at the workplace. And we have also understood the key factors that can help in setting good guidelines or missions at the workplace. Now, when we do that, we must also keep in mind the key components that can help us follow the guidelines better. That is nothing else but clarity, coaching, and feedback.

Once we have clarity about the performance and the expectations, then it is important to train and coach them about accountability. After the continuous training and lessons, it is important that you set up a good feedback system to monitor the standards of accountability being practised at work.

Coaching and feedback go hand in hand. Once you have trained any staff member, it is important that you monitor the progress and give feedback on the performance. Then the person has more scope to improve. This way, the team members will learn to perform better each time they have a feedback session. Shifting the mindset is not easy, but it is not impossible. We just need some planning, clarity, coaching, and feedback!

About The Author

Darren Finkelstein, The Accountability Guy®, is the founder of TICK THOSE BOXES, a specialised accountability coaching practice. Darren is a formidable international accountability coach, business advisor, mentor, and author/speaker, fostering development and measurable results in entrepreneurship, leadership, and accountability. Darren’s tale is one of perseverance, self-reinvention, and resilience.

With compelling execution, Darren has empowered high-achieving individuals and teams from Australia and New Zealand to Latin America, Europe, Asia, the UK, and the US to embrace accountability; after all, it is your superpower.

Darren’s one-on-one and group coaching programs are based on his bestselling business book, “The Accountability Advantage – Play your best game” and the latest, release “NO’ – Building a life of choice without obligation”.

Darren has an impressive background in business, having held the role of “Manager of Commercial Markets” at Apple Australia during the Steve Jobs revolution.

He enthusiastically “walks the talk,” having also successfully sold and exited his lifestyle businesses, which served as the impetus for establishing his coaching and mentoring business.

Join Darren on this transformative quest to accomplish the remarkable.

Read Darren’s full bio here:
https://tickthoseboxes.com.au/about/