How do you hold your team members accountable?
Over the course of my career, I’ve had the privilege of being a team member and team leader on several occasions. As a member of the team, I was responsible for collaborating with my team members to achieve our goals. I was accountable to myself and the team.
As the leader of the team, my responsibilities increased significantly. In addition to being responsible for collaborating with the team to achieve our goals, I was also responsible for holding others accountable for their actions.
The first time I was the team leader, I was responsible for overseeing the production of a training manual. Our team was comprised of six very different individuals. One of the team members was an individual who had more than 20 years of experience.
When I met with the team to discuss the direction of the project, I realized very quickly we were going to have a problem. During our discussion of the potential assignments, one team member sat very quietly. As I watched him, I wondered what it was going to take to engage him in the process.
After the meeting, I asked him to stay and speak to me. I told him I had noticed how quiet he was during our meeting. So, I asked him why? He informed me he preferred to work alone. I shared with him how valuable his expertise and experience were to the success of the team.
I knew we needed his voice in the process, so I asked him to bring me a plan on how he could support the team. Later that week we meet to review his plan. At the end of our discussion, we agreed to an accountability plan.
Over the next several months, we had several one-on-one coaching sessions. At the end of every meeting, we would review the accountability plan. While there were bumps in the road, we completed the project on time.
A successful team needs to be accountable. This means that each member is responsible for their actions and behaviors. So, how do you hold your team members accountable? This can be done through one-on-one coaching.
Your employees have goals, but how do they reach them? The only way anyone can achieve any goal is when they’re accountable for it. This means that someone is holding them to the goal they committed to.
Accountability can take many forms. It could be like telling a friend about a goal that you have. You then know that if you fall behind and fail to achieve or give up on that goal, they’re going to know about it.
Real accountability is when you’re accountable to yourself. This is a typical quality among leaders, and it’s the type of quality you should cultivate in your team members.
Accountability breeds response-ability.”
Stephen Covey
To coach a team member to accountability, help them first establish their goals depending on their needs and the needs of your organization. Then help them create a roadmap to achieving these goals.
However, most importantly, hold team members to their commitments. This often requires little effort on your part. During your coaching sessions, you meet with them and listen, evaluating their progress and offering feedback.
As a result of the session, the employee gradually learns to become accountable to themselves. Then you can shift the focus of your coaching session to other matters.
Accountability is the glue that ties commitment to the result.”
Bob Proctor
How do you hold your team members accountable?
Your Leadership Guide,
Kim
Dr. Kim Moore | Your Leadership Guide | kimdmoore.com
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