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Have you ever worked for a leader who made a mistake, a bad decision, or didn’t know the answer to something and, rather than admit it, they deflected it by blaming someone else, justifying it, or acting like it didn’t happen? This lack of accountability happens all too often in the workplace and it undermines trust, engagement, and communication. Leadership accountability is at the heart of any organization’s ability to achieve optimal performance and build a strong culture.
Workers today place a higher premium on their leaders walking the talk and being more accountable. At a time when we continue to experience accelerated change, increased complexities, growing pressures, and competing priorities, demonstrating accountability as a leader couldn’t be more critical. In fact, accountability was one of eight key factors driving positive work-related outcomes according to McKinsey & Company’s The State of Organizations 2023 report. The report also found that organizations with high leadership accountability tend to be healthier.
Without accountability, even the most talented and well-intentioned leaders fail. They fail to meet their performance goals, develop their teams, hire top talent, coach their employees, communicate clearly, and optimize performance. In short, they fail the business overall. This is a lot of failings, but when leaders are committed to achieving optimal performance by aligning their thinking, behaviors, and attitude with their words, they can avoid these kinds of failures.
I’m a big believer that leaders are the thermostat in any organization—meaning they have the power to set the right temperature and create the right environment for how things are done and how people are treated. Here are five behaviors that matter the most for leaders to demonstrate accountability and make a real impact on team performance, personal relationships, and the success of the organization.
Consistency matters
Being predictable is okay. The reality is employees want to be led. They want to work for a leader who provides them with guidance and helps them navigate the terrain of uncertainty and change. When people know what to expect from you and how you’ll respond, it enhances engagement, increases satisfaction, and improves decision making . . . all of which leads to greater productivity. I asked more than 50 people what it meant for a leader to be consistent. The most consistent responses were:
“They do what they say they’re going to do.”
“Who I see today is the same person I will see tomorrow.”
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