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.

Have you ever noticed the intensity difference when you play a game for fun compared to “playing for keeps”?

Our family and friends frequently play Ping-Pong in our game room. It’s a fun and easy game for all ages. When the players are just warming up, you notice their relaxed stance, the slow rhythmic sound of the ball hitting each paddle, and then the brief silence after a shot is missed.

“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.