The Accountability Guy®
Accountability is the act of taking ownership of your actions. When you are accountable, you accept the consequences and rewards for the results you provide. Accountability is the key to the organisation’s success as it ensures trustworthiness and builds credibility.
Accountability comprises four core components: participation, evaluation, transparency, and feedback mechanisms. This means accountability is achieved when goals exist, ownership is delegated, transparent evaluation occurs, complete transparency ensues, and regular feedback exists.
This blog will help you explore the four components of accountability and its benefits in-depth. Read on to understand accountability, its core components, and how it can shape your organisation successfully.
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Accountability is taking ownership of your actions. It is also doing what you say you will do in a timely manner. It ensures a smooth functioning organisation where there is trust and leadership.
This buzzword helps organisations hold their employees responsible for their work and results.
For instance, suppose you lead a team of five people to present a project to a client. As a leader, you will be held accountable for the project’s results irrespective of whether you did the task. You can hold your team accountable for the tasks assigned to them.
Further, accountability helps analyse your employees’ efforts and reward them accordingly. It helps ensure you have clear set goals and examine key performance indicators to achieve your goals timely. Finally, accountability helps your employees own the outcome irrespective of the result.
Now you know what accountability is. Let’s explore the four core components of accountability in detail.
A main core component of accountability is participation. This involves the decision-making processing and goal-setting process that Chief Operating Officers, Board of Directors, Board of Trustees, and Stakeholders conduct.
Moreover, it involves setting specific, measurable, attainable, relevant, and time-bound goals the organisation needs to achieve. Plus, the participation stage is what makes the organisation 10% closer to achieving accountability.
The evaluation and task delegation component of accountability includes understanding the goals and creating to-do lists. It also involves understanding the goals and evaluating the importance of each goal. As an organisation, you need to do this to evaluate whether the goals set are relevant based on past experiences and competitive analysis.
Once goals are evaluated, you need to delegate tasks to your employees and assign accountability. You’ll need to evaluate whether your employee has the necessary skills to take accountability. Plus, you’ll need to evaluate the importance and urgency of tasks to do, delay, delegate, or delete.
While delegating tasks and evaluating goals, you need to be transparent with your employees. Transparency from employees and employers is the key to establishing accountability. Transparency means that you need to communicate organisational expectations with clarity, comprehension, and truthfulness.
Being transparent means outlining the tasks, actions, steps, expected results, and timelines honestly without hiding anything.
Further, if your employee has any issues, you must create an environment in such a way that they can be honest with you. They should be able to be transparent about their shortcomings so that they can receive the necessary training. Moreover, the work environment should have seamless communication and timely update on goals and policy changes.
Accountability is incomplete without having a two-way feedback mechanism. You should provide timely and constructive feedback to your employees regarding their progress. Plus, you should provide weekly, monthly, and annual feedback reports to help your employees grow.
Additionally, you should be willing to accept constructive criticism from your employees regarding the work environment, tasks set out and progress in goal-achieving.
The feedback mechanism should involve not mere comments but also actionable steps to rectify errors and grow.
The four core components of accountability make it easier to hold employees accountable. It also helps employees hold the organisation accountable. Overall, having accountability only benefits the organisation. Here are the benefits of accountability:
Accountability is being able to accept both rewards and consequences of your action. It is being responsible for your role in the results without playing the blame game. It ensures that the organisation runs smoothly without significant hiccups.
One of the core components of accountability is developing specific, measured, attainable, relevant, and time-bound goals. This means you are participating in the organisation, and then you evaluate the goals in the eyes of stakeholders and customers. Then ensure you communicate transparently and provide feedback so your employees are on track.
When you include the four components of accountability in your organisation, you can reap its benefits. There will be no blame game, your customers will be satisfied, and you will generate more profits. Plus, turnover will reduce.
If you have any issues developing accountability in your organisation, contact TickThoseBoxes. They will help you build a 100% accountable organisation
In the fields of leadership, personal development, and responsibility, Darren Finkelstein, popularly known as The Accountability Guy®, is a shining star. His story is one of perseverance, self-reinvention, and the deep metamorphosis he has attained by elevating responsibility to the status of superpower.
Darren has carved up a remarkable career for himself as a dynamic author and speaker, international accountability coach, advisor, mentor, and mentor that cuts across borders and industries. His influence extends beyond New Zealand and Australia to the many cultural contexts of Europe, Asia, Latin America, the United States, and the United Kingdom.
Darren has emerged as a key figure in the lives of high-achieving individuals and teams thanks to his creative coaching courses, which help them reach their objectives and realize their full potential. Darren’s bestselling book “The Accountability Advantage – Play your best game,” which establishes the foundation for his lessons, is at the center of his methodology. As interest in his next book, ‘NO’-Building a life of choice without obligation,” which is due out later this year, grows, Darren never stops inspiring and encouraging people with his distinct perspectives on accountability.
Darren uses a simple but effective method: Get Clarity on what needs to be done first, Get Started on what needs to be done next, and Get Sh*t Done by knowing what needs to be done more of. Under Darren’s leadership, this strategy has helped innumerable people and groups burst their objectives like glass piñatas, unleashing their aspirations and utilizing the accountability superpower.
As Apple Australia’s Manager of Commercial Markets during the ground-breaking Steve Jobs era, Darren made a substantial contribution to the company’s history. Afterwards, before beginning his coaching and mentoring career, Darren and his business partner successfully sold and exited their lifestyle companies. Darren’s depth as a coach is enhanced by his rich background, which combines technological understanding with innovative accountability techniques.
Darren Finkelstein provides hope and a road to success for people who want to use accountability to improve their personal and professional lives. Accompany him on this transformative quest to accomplish the remarkable. Read Darren’s full Bio here:
Read Darren’s full Bio here: https://tickthoseboxes.com.au/
Know what to do first
know what to do next
know what to do more of
"You can't buy happiness, but Getting Stuff Done is pretty much the same thing"
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