What is Accountability in the Sense of Ownership?

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For an organization to function well, there must be high trust in the workplace. This comes from taking accountability and ownership of one’s work. However, creating accountability within an organization or team can be challenging.

One must never lose sight of the fact that fostering accountability requires ongoing effort.

It calls for effective training and evaluation to keep everyone on the same page. A single person cannot change everyone’s behavior at work. Therefore, everyone must study and track their development to acquire the same attributes.

So, What is Accountability in the Sense of Ownership?

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What it Means to Take Ownership and Accountability at Work

While ownership takes the initiative, accountability implies responsibility for an outcome. It involves keeping one’s word, abiding by set timelines and being honest when expectations can’t be met.

Here’s what it means to take ownership and accountability at work:

Honest and proactive communication that helps everyone thrive.
Both at times of success and mistakes, accountability means acknowledging both equally. This helps create a fair work environment where everyone’s efforts are seen.
Accountability implies that everyone at the workplace accepts responsibility for their successes as well as failures.

Importance of Building the Habit of Ownership and Accountability in the Workplace

When workers take pride in their work and own it, they priorities the success of their company. Here’s how an individual and workplace benefits by taking ownership and accountability:

They carefully make decisions because they see the company as an extension of themselves.
They have higher levels of ambition and drive.
Associates actively look for fresh ways to improve the caliber of their work.
Importantly, this attitude spreads since a strong ownership culture enhances the company’s overall success.

On the other hand, those who lack ownership only perform the bare minimum.

They go through the motions without genuinely caring about the outcome. Unaddressed, this mindset unfortunately also spreads. It has the potential to quickly affect a sizeable section of the workforce, resulting in a performance decline.

How to Develop Accountability?

Having recognized the importance of ownership and accountability, let us explore the actionable steps for cultivating these qualities within an organization.

Set Clear Expectations

Clear expectations are a key component in cultivating accountability. One must clearly state an individual’s or team’s objectives, benchmarks, and due dates.

When expectations are clearly stated, employees are more likely to take responsibility for their job. Giving employees a detailed schedule of their jobs and responsibilities directs them to meet and surpass objectives.

Create a Vision of Success

By defining the final goal and establishing clear expectations, leaders can paint a picture of success. However, it is critical for leaders to refrain from spoon-feeding the path to success and instead empower their staff to choose their own approach.

By concentrating on the desired result, leaders can effectively encourage their employees and demonstrate their belief in their abilities. Instead of simply assigning tasks, leaders should assign responsibilities, enabling employees to take ownership and exert their best efforts.

This approach fosters a sense of autonomy and encourages employees to think creatively. By communicating the desired outcome precisely, leaders provide clarity to their employees while also granting them the freedom to figure out the best path to achieve the goal.

This strategy encourages creative thinking, builds a culture of ownership and accountability, and fosters a sense of autonomy.

Lead By Example

A leader must provide an example of accountability through their work ethic and conduct. Setting a good example is done by working hard and taking responsibility for your actions. In turn, this fosters an environment where everyone in the company is appreciated and held accountable.

Avoid Micromanaging

Managing or overseeing minute details can breed resentment and hinder initiatives. It makes employees feel like their skills are not valued enough.

Micromanaging leads to employees making decisions out of fear of being criticized.

They constantly check in to see if they’re doing okay and ask for your approval. This effectively discourages initiative. Therefore, it isn’t realistic to expect to foster an environment of ownership and accountability within your company.

Everybody’s mind functions differently. Your company may always gain from the diverse viewpoints present among your personnel.

So, while assigning tasks, create a vision that allows your team to make decisions, resolve issues, and think critically about achieving the goal. More so, this will make employees happier and more productive.

Embrace the Power of Listening

Effective communication is never a one-sided affair. Create an environment where your team feels comfortable voicing their ideas and opinions. This will help your employers and colleagues feel empowered, knowing that they are heard and their opinions valued.

Dismissing your employees’ ideas is akin to micromanagement. It conveys the message that their input holds no significance, reducing their sense of impact and involvement.

By embracing the power of listening, you create an environment where everyone feels heard. Further, this leads to increased engagement, collaboration, and a stronger culture of ownership within your organisation.

Ownership Begins With Leaders

Ultimately, leaders hold the power to select their collaborators within an organisation. By understanding and embracing the principles of accountability, individuals and organisations can achieve remarkable results and overcome challenges with resilience and determination.

The insights shared by accountability coach Darren Finkelstein, also known as The Accountability Guy, shed light on the power of taking ownership.

Darren Finkelstein collaborates with high-performing individuals and teams to unlock their potential and deliver outstanding outcomes. With over 30 years of experience in both the corporate world and small business, Darren utilizes his expertise to help clients achieve their wildest dreams and surpass their goals. Reach out to him if you wish to improve performance at your workplace by aligning everyone’s efforts and promoting accountability.

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/