Accountability

29 Oct

How to Front-end Load Accountability

by Lee J. Colan

Accountability starts at the beginning of the performance process. If we wait until the end, then we are simply imposing consequences rather than creating ownership. Therefore, crystal-clear expectations are the foundation for boosting accountability, but blurry expectations lead to blurry results.

21 Aug

The Specifics of Accountablity

Creating accountability is one of the most common challenges for leaders of organizations, teams, communities and families. Whether you lead many or you lead only yourself, accountability for results separates the best from the rest.

13 Mar

4 Simple Ways to Boost Accountability

by Lee J. Colan

“How do I boost accountability on my team?” This is the most pervasive question being asked by leaders in both startups and in Fortune 500 companies alike.

The term accountability is tossed around so frequently without any supporting actions that it is losing its meaning. I often hear my client executives say, “Let’s keep him accountable for the results” or “If we just keep them accountable we will be OK.” Nearly every mention of the word accountability is about other people.

06 Feb

How to Build a Culture of Accountability

by Lee J. Colan

Ambiguity is the Achilles Heel of accountability. To boost accountability, you must be specific – even more specific than you think you need to be.

When specificity goes up things like miscommunication, rework and frustration all go down. Accountability is also a two-way street. We can’t expect our team to be accountable to us unless we are accountable to them.

You must have specific expectations, specific coaching and specific language. This post focuses on the first component of accountability - specific expectations.

03 Oct

The Specifics of Accountability

by Lee J. Colan

Do you want to finish strong in 2017?

If you want great results by the end of this year, boost accountability today.

Unfortunately, accountability is like rain. Everyone knows it’s good for you, but no one wants to get wet!

The term “accountability” is frequently used without supporting actions, so it loses its meaning within organizations. This predictably erodes a culture of accountability.

26 Sep

Use the 3 W's to Boost Accountability

by Lee J. Colan and Julie Davis-Colan

Excellent leaders help their teams by clearly and specifically defining the actions, timing and results they expect from others and from themselves. For each member of your team, make certain you communicate the 3W’s (What, Who and When).

We use a very similar format with our coaching clients to help them drive millions of dollars in improvement. The power is in its simplicity. To ensure clear expectations when using the 3W form, identify only one “Who” per action. This will avoid “two-headed monsters” since a “We” is unowned and undone.

25 Aug

Followership

by Lee J. Colan

A few years back I had the privilege of interviewing Colleen Barrett, President Emeritus at Southwest Airlines and chief nurturer of their famed culture. You can watch that interview here.

Colleen has mentioned that she is as good a follower as she is a leader. During our interview she addressed the concept of followership and said that that following can be just as important as leading. We certainly see this in today’s matrix organization structures where you might be a leader in one meeting and a follower in the next.

04 Apr

The Circle of Consequences

by Lee J. Colan and Julie Davis-Colan

We tend to think of consequences with respect to the short term – the immediate impact of our performance (positive or negative). That’s the easy part of defining specific consequences. But it still leaves a lot to the imagination.

As the circle of consequences below illustrates, we need to help employees see and understand the longer term, the downstream impact of their performances on team results, on the organization, on customers, on shareholders, and ultimately how that effects themselves.

Accountability

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