How to Generate More Accountability on Your Team
Expectations + Autonomy + Accountability = Follow Through
People want to be successful and do what’s expected of them. If people aren’t following through on their commitments, then ask yourself these questions:
Are my expectations clear? We often think we've been clear when we haven't been. We make assumptions of shared context and background knowledge. Consider this simple example: In a group meeting, ask everyone to draw a blue square. Notice the variety you get. There isn't much that's simpler than a blue square. To check for clarity, ask your team member how they would articulate the expectation.
Have I explained the WHY behind a task or project? And have I provided enough space for a person to complete it "their way," while still meeting my broad expectations. Humans crave autonomy. If we feel too constrained or hampered in our creativity, we often subvert the goal unintentionally through procrastination, over-complication, or disengagement.
Have I asked my team members what type of accountability best supports them? Am I clear with myself about my own needs around accountability? Looking at the range of highly-motivated clients in my practice, some want weekly accountability through email, others want to check in every other week about their goals, still others say, “Once I’ve committed to something, I will follow through; I don’t need anyone checking in.” Your team members have a range of preferences around accountability. Simply ask them what works best for them.
What changes will you make to shift how you communicate expectations, how much autonomy you provide, and how you design accountability systems that work for you and your team?
Note: If you try these approaches and nothing changes, determine whether there’s a skill gap. People want to succeed. It requires trust to diagnosis collaboratively where the skill gap is and how to fill it.
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