While accountability is effective in establishing behaviour based expectations for performance, the key is to remain focused on improved and effective behaviour change. Repeating ineffective behaviour that is revealed in feedback and accountability ultimately creates a great deal of damage to any relationship. Acknowledging a mechanism that identifies a behaviour you need to change is only of value when you commit to actually changing the behaviour. The key is to move out of the past and focus on the change you desire.
Accountability is a backward looking process. The forward looking process answers the question, “What I am going to change and put into practice moving into the future?” Accountability is like an MRI – it identifies what’s broken – you will still need to fix the problem. That comes with personal responsibility with daily purposeful and intentional alignment between what you say you believe and how you actually behave. Accountability is the obligation to take personal responsibility for your thoughts, beliefs, words, and actions.
Although it often carries a negative connotation, accountability is a neutral competency that enables a person to take ownership of the good and the bad results of their behaviour, decisions, and mental models. Accountability is not just about admitting to not delivering on what was promised and then offering fixes for the problem; it is also about paying close attention to the surrounding environment to avoid negative consequences. In this way, accountability is an empowering mental model that puts you in total control of your thoughts, beliefs, attitudes, and actions. Being accountable is necessary in the workplace, and subscribing to the principle of accountability ought to be a requirement for every member of the organization, regardless of title, rank, or employment relationship. For example, the organization should include an accountability criterion in all policies and processes, including employee recruitment and retention, privileging and credentialing, all performance appraisals, contract development and review, and vendor selection.
The point is that if accountability is a clearly documented and well-communicated expectation, every person who works for and conducts business in the organization is more likely to behave responsibly. The person will perform according to established or agreed-on standards and will think twice about assigning blame to someone else. Accountability, like trust, is a ‘collaboration’ imperative. If team members choose not to behave according to the standards that promote accountability, dysfunctional relationships develop, performance suffers, and collaboration cannot move forward.
CORPORATE HARMONY is grateful to Dr. Michael E. Frisina for his contributions to this entry.
Catherine is the President and CEO of CORPORATE HARMONY, providing virtual solutions for leadership development and organizational culture change. Her leadership and coaching experience as a Project Manager in an ever-changing, fast moving technological organization with unrelenting demands drove her to the realization that a positive mindset and strength-building behaviors are essential for today’s complex and chaotic organizational systems. CORPORATE HARMONY’s virtual platform of programs, coaching and performance measurement, is an innovative online technology of tested proprietary content. The world-class content of CORPORATE HARMONY’s Positive Presence Program develops the skill of ‘Positive Presence’ and the necessary ‘Positive Presence Behaviour Competencies’ for maintaining a positive and energized mindset and increased performance in today’s complex work environment, and leading to a culture of collaboration and connection. Catherine’s vision for Corporate Harmony is to bring the skill of “Positive Presence” to the corporate world as it becomes more complex, ambiguous and chaotic. Catherine is uniquely positioned to impact organizations’ productivity and long term success, with her powerful vision of eliminating bad stress from every workplace around the globe, bringing purpose into the people equation to promote healthy, productive and meaningful work cultures and turn the tide on the neglect of mental health on a global scale. Catherine is author of the book: “CORPORATE HARMONY – The Performance Link for Today’s Modern Organization” Catherine can be reached at: Catherine.Osborne@corporateharmony.ca or go to ‘contact us’ on our website www.corporateharmony.ca. Catherine is available for consultation, and can be reached by 519-695-3407.