Many of my clients and leaders that attend my workshops and presentations have been asking me, “How do I get my team members to follow through on what they are supposed to be doing?”
Do you relate to this challenge?
When we think of holding others accountable, we automatically assume it means babysitting them – knowing that they don’t want to do something and that they will resist.
Accountability shows up as an opportunity for people to do what they said they would do. It’s also an opportunity to develop myself as a leader as well as my team.
As a leader, I’m the coach. I have the opportunity to inquire and examine, “Where are my blind spots?” As a team, we said we would do 10, and we only did 3.
While we missed the mark, I’m still committed as a leader. I’m still inspired and committed to achieving our vision. I coach my employees to look at their results and explore “What is missing?” “What if present, would make a difference in us achieving our desired results?”
t’s an inquiry, not something to feel bad about, guilty or disempowered by. It’s something to learn and develop myself (and my team) and grow.
I’m counting things and measuring results, because, I have a strong interest in where the rubber meets the road, where intention meets reality.
When my team doesn’t hit the bulls-eye, I am willing to ask myself, “Who am I being as a leader that has us not hitting the mark?” and then to coach my team members from the perspective, “Who are my team members being that has them missing the mark?”
Successful leaders are willing to hold themselves and their team members accountable because they know that accountability is not about “being the bad guy” or making others “wrong.” They know that accountability is an opportunity for honest inquiry and personal growth so they can course-correct and succeed with hitting the mark in the end.
Here’s to you being an extraordinary leader who leads your team to achieving extraordinary results – Steady on!