Last month we shared the importance of acknowledgement when a teammate performs in a manner that supports the team and organization. That is one form of an accountability conversation that reinforces positive behaviours. But what if the opposite occurs, or a breakdown, where someone didn’t do what was agreed upon? Then a different accountability conversation needs to happen.
Why it Matters
Account – ability. It’s key to achieving business results and critical in supporting change and growth.
When done right, an accountability conversation leads to business outcomes and increased performance for team members who keep their word.
You will, at some point, need to hold someone accountable. This is simply a part of leadership. The good news is team members want your feedback. They want to know where they stand. They want to know what they’re doing right and what needs improvement.
Identify two accountability conversations you need to have with team members to support delivering the business results that we have promised.
Start by ensuring time is planned for follow-up/fallout conversations, both for acknowledgement and feedback around the specific task which will include accountability.
Awesome Read: How Do Leaders Hold People Accountable?
Have an Awesome Month Leading with Impact!