4 Steps to Accountability

What does being accountable to your team look like? In a purpose driven culture being accountable plays such a huge role for innovation and streamlining processes for change. Each of us is accountable to one another in the business. Whether a team member or a manager we all feel a level of respect relaying to being responsible. Being responsible for our own skills, development, and improvements in our workgroup are all part of being in a learning organization.

In many businesses you have a boss and that is the only person you have to answer to, this is not the case in our culture. Not only do you have a leader who is there to support you but also a team full of people to collaborate with. This is the unique piece about being in a purpose driven culture, you have the ability and are accountable to make change where it is needed and quickly. Accountability all starts with you!

 Be a person your team can count on!

It’s a simple concept really… follow through! When you say your going to do something, DO IT! Keeping your word is one way to build trust with your team. When trust is established on a team you are able to work more efficiently together towards goals. Teamwork is crucial in a high performing culture. Being able to rely on your team for support, ideas, and collaboration is essential for innovation. Projects run so much smoother when the whole team is able to work together towards one purpose.

our results

Align with the purpose     

Our decisions, our communication, and our goals must all align with the purpose. How are we choosing each day to be accountable to that purpose? Are we sticking to our priorities and ensuring our own goals meet the needs of the overall purpose? We must ensure each of our goals align with the purpose so that the business moves in the same direction. Understanding what your role is in the overall purpose of the business will develop a responsibility towards it.

Create the Culture you want

Culture lives and breaths in each of us. It is our responsibility to keep the culture strong. Being a coach and mentor plays a big part in building culture. We need to be accountable to one another for our own performance and our team around us. Instead of complaining about another team member’s performance we must address it and take accountability for the overall performance of our team. In a learning environment there isn’t a need for the corporate ladder where all these steps need to be taken to address performance. Right in the moment when there is performance you wouldn’t hire then coach it.

Build the right team

When a team feels accountable for their actions in the business they care more about the productivity of the business. This translates into taking action when a change needs to occur rather than sitting by and letting the culture slip. We are accountable for the success of the business we are in and rather than complain about things why not make a change? Every time there is a process or system that isn’t working why not take the time to change it rather than complain about it. Team members who address the issues and make changes drive the culture in impHOH Team Memberlementing change. Having a team that is easily adaptable to change will result in an innovative culture.

A team who is adaptable to change in a learning culture environment is able to be accountable with the right tools. Tools that teach conflict management through effective communication, and steps to delegation. Accountable team members with the tools to be effective will drive an innovative culture in ways you’d never expect.

Guest Blog Post by:
Kelsey Smith
Director of Nick’s U
Dynamic Culture & Leadership Education