Coach for Accountability

As a manager, you most likely have a job description that includes a list of responsibilities that relate to managing people, and the team. Being the good manager that you are, you do all the things that are required of you. This includes making sure that everyone on your team, like you do, has a list of responsibilities, that everyone knows what their job is. If you're a really good manager, that they have the supports and resources they need to do that job. Everything is working out well so far.

Then, something goes wrong and someone says something like: “You need to hold your team accountable for what they did or didn't do!” 

Does this mean hauling people in for a difficult conversation at this point? 

If you are a great manager, you are well ahead of this option because you have built a culture of accountability within your team. Your people embrace focusing on the consequences of their actions and how they do this is seamlessly embedded in their decision making. 

In this Capability booster, we explore how you can Manage for Accountability - not to avoid difficult conversations, rather to have a different type of conversation more regularly that results in people choosing to answer for their actions, every day.