Organizations dream of focusing on dream-performing and committed teams. But to attain this, we must follow the fundamental rules discussed in our previous blog. The key factors can ensure that we engrave accountability in every employee’s mind. That’s the beginning where the employee starts to accept accountability as his nature to work in a safer environment. He then starts practising it and ensures that his actions, decisions, and behaviour follow the golden rules. As mentioned before, “Happy employees make happy customers”; that’s how anyone would attain it. Accountability encourages employee engagement and dedication toward their roles. We will discuss getting the best team to hold themselves accountable. But before we go to this point, let’s look at the key factors that can help us determine that the organizations indeed have the best teams.
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Key factors that can help us determine a good foundation of accountability amongst the best team members:
1. Assessing: An empowered employee must evaluate the goals independently. As we mentioned, employees must be involved in goal setting. This is where you give them the value and trust factor as to how they contribute towards the goals. When they set their targets, they already know what challenges the individual or the team might face and how they plan to overcome them and achieve the goals. Accountability will help them build a strong character and show their competence at work.
2. Modelling: Demonstrating recommended behaviour with their peers. That is also actionable accountability. How they behave, and how they stand up for their failures. When they become a role model in their teams, then an excellent standard of accountability has been set and can often be measured across the group.
3. Acceptance: Acceptance in any situation has been crucial regarding accountability. When you take some actions, for example, you decide and finalize your goals, and then you have accepted the targets that you set, now if you fail to deliver those targets, you have to accept the failure as well. Acceptance of your behaviour towards your teammates is also part of actionable accountability.
4. Practising: Actionable accountability doesn’t come naturally; it comes with practice. And yes, you will fail sometimes. So, with the help of routine accountability coaching and acceptance at work, one can learn to practice the same.
5. Adapting: Adapting the changes after you learn about the failures in your actionable accountability. Make those necessary changes and bring in the improvements. Notice better performance ahead.
6. Mastering: Once you have learned the process of monitoring, accepting the failures, and improving from your losses, you will learn to master and create a “win-win” case. That’s where you become the master, and your performance improves. You have now mastered the art of empowerment and learned to execute with actionable accountability.
So, when we have the proper methodology of adapting the changes and monitoring and positively accepting the criticism, employees develop faster. They learn to bring their teams together; they will stand up for their mistakes, not pointing fingers at each other when they fail.
Best teams learn to support each other, learn from each other and help each other while they make mistakes. Members do not end up blaming each other, but they help to make sure that they can be proactive, make up for the failures, and resolve the issues as early as possible. If we talk about the example when the team fails, they don’t support each other; bosses fail to resolve the problems, and then they are taken accountable for their failure. They will only be able to set good examples in front of them if they coach them properly. Losses could also mean that managers or leadership need to understand the concept of accountability. Then how are they supposed to explain this to their team members?
Accountable employees are encouraged, and they enjoy working with their teammates. They will regularly demonstrate and accept accountability and then understand the relational nature of success. It is a sustainable growth path or a road map for individuals, teams, and organizations. They learn to be adaptable to changes and remember to be more innovative toward meeting their targets. The group learns to collaborate and learn about each other strengths and weaknesses. They know to adopt good habits from each other. As a team, they will be more empowered to perform better. The team will learn to transform well, demonstrating that they have adapted the concept of accountability. Finally, the employees and the teams are empowered to make decisions, stand up for their failures, and learn from them. Once you have a committed and competent pool of workforce, they will adapt to accountability and build a good, accountable culture at work. When you involve employees in daily decision-making and give them transparency, they will better relate to the organization’s success.