Accountability: From Buzzword To Action
Why “Hold Them Accountable” Isn’t Enough & What to Do Instead
There’s one phrase that grates on my ears.
Here it is:
“We’ve got to hold them accountable.”
“I just need to hold him accountable.”
Here’s why I hate it:
It’s commonly said, yet rarely actioned upon.
Let’s change that.
From Buzzword to Action
When we say we’re going to hold them accountable, what are we actually doing?
In my observation, this is where fear enters the chat.
We say we need to hold them accountable, and then our fear of being perceived as a micromanager comes in, so we sit back and bow out of the accountability interaction.
Understanding Accountability
Accountability is ownership. Accountability is taking responsibility.
I hear managers saying these all the time:
I want to see them take ownership.
I need my people to be accountable.
I’d love it if they were proactive in reporting their updates.
You’re wanting your people to own their work.
You’re wanting your people to be responsible for their outcomes (good & bad).
To see that shift, leaders need to create the environment where it’s the norm.
4 Steps For Creating A Culture Of Accountability
1. Co-Create Clarity
Accountability starts with clarity and mutually understood expectations.
People can’t own what they didn’t understand or agree to.
Great managers:
Involve their people in creating expectations and aligning on measures of success: What’s success going to look & feel like? When you do a great job vs excellent job, what will that look like?
Create milestones up front: What milestones do we want to create to touch base on progress?
Write down agreements - not as a control tactic - instead, as a shared source of truth. Bonus when they’re the person capturing the agreements.
When expectations are unclear, accountability feels unfair. When they’re clear, accountability feels empowering.
2. Model Ownership — Out Loud
Ownership is contagious.
Modeling, out loud, the responsibility you’re taking, the ownership you’re prioritizing, and the accountability you want goes a long way to creating the change you want to see.
Great leaders use phrases like:
“I’ll take responsibility for…”
“I want to own up to a mistake I made…”
“I want to be accountable for doing x by y…”
People mirror what they see modeled. Model out loud.
3. Follow Up — With Trust
Follow up is accountability.
Following up - with trust - is good management.
That sounds like:
How are we lookin’ on …?
How’s progress coming along with…?
What’s the latest on how things are landing with…?
Two general outcomes from these simple accountability interactions:
Things are good
Things are off
When things are good - BOOM - it’s a moment to appreciate their efforts and recognize their outputs.
When things are off - BOOM - you have a chance to be a great coach.
Great coaching questions to leverage:
What’s turning out to be a bigger challenge than anticipated?
What’s already on your mind for getting things back on track?
What are updated milestones you want to commit yourself to?
What else should I be asking to help you land where I know you can?
What role would you like me to play in helping you knock this out of the park?
Managing with accountability doesn’t have to feel like a consequence — it can feel like coaching.
4. Leverage Feedback For Recalibration
Feedback doesn’t just shape behavior, it has the power to recalibrate expectations.
When you witness patterns of explanations, dependence, deflecting vs responsibility, independence, and ownership, there’s an opportunity for a meaningful feedback conversation.
Maybe it sounds something like this:
Headline
I’d love to connect with you for a few minutes on an area that will set you up for more success as you continue to grow in your career. And the topic I want to chat about is ownership.
Observation
I’ve been observing a passive pattern where you’re waiting on direction vs owning your work and proposing next steps. I’d love to see you step more confidently into owning the process and the results of your work, all in service of better positioning you for greater career growth.
Ask
If you’re game, I’d love to talk about what greater ownership would look and feel like. Are you in? What’s already on your mind for what it will look and feel like when you’re owning more of your work?
Feedback isn’t just a correction — it’s a recalibration toward shared goals.
That’s it for today!
What’s shifted in your view of the phrase, “hold them accountable?” What will you implement within your own management?
As always, be human and have high standards.
- Katie
I’m Katie!
I help leaders drive stronger business results through group training & coaching.
I'm also a mom, triathlete, & cowgirl who loves country music and good martinis.
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