I’ve been thinking a ton lately about “holding someone accountable”.  What does that even mean?

    • Nagging (did you do it?  is it done?)
    • Public shaming (making sure everyone knows this person messed up)
    • Loss of money (no bonus, etc)
    • Loss of responsibility (you get one shot at this job only)
    • Loss of job (you get one shot at this company only)

I’m sure there are other things people have decided on how to hold someone accountable – maybe even positive ones that I didn’t think about.  I guess my thought is…can you hold someone accountable?  Or is this an internal driven concept only?

Meaning as a leader, what if you changed your mindset from “holding them accountable” to “helping create an environment where they want to hold themselves accountable”.   Now for some people this is just semantics but not for me.  The difference is in the ownership.

If someone doesn’t want to own something, nothing I threaten or promise would create accountability.  If I do nothing, I’m enabling someone to be in a job that they shouldn’t be.  Or worse, I’m forcing something to continue when people don’t find value in it.  How is that helping anything?

What if leaders stopped worrying about how to hold people accountable but worried about how to create an environment of ownership?  

Tricia Broderick

Tricia Broderick

Tricia Broderick is a leadership and organizational advisor. Her transformational leadership at all levels of an organization, ignites growth of leaders and high performing teams to deliver quality outcomes. Tricia has more than twenty years of experience in the software development industry. She is a highly-rated trainer, coach, facilitator and motivational keynote speaker. Beyond her extensive knowledge and skills, her biggest offering is inspiring people to believe anything is possible.

One Comment

Leave a Reply

This site uses Akismet to reduce spam. Learn how your comment data is processed.