The Accountability Guy®
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?
Discover your Accountability Score and increase the probability of smashing your GOALS and Getting Sh!t Done!
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:
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:
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.
Having recognized the importance of ownership and accountability, let us explore the actionable steps for cultivating these qualities within an organization.
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.
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.
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.
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.
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.
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.
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"
Navigation
Learn More
Contact
Social Media
Copyright Darren Finkelstein 2022 | Privacy Policy | Terms and Conditions
