Committing to the success of others around you builds relationships and accountability. Your example of accountability will inspire accountability in others.
The Accountability Blog
Here are some thoughts on accountability inspired by the attack on the Capitol yesterday. Accountable leaders in any field of endeavor, including politics, inevitably face questions of character. Our character is demonstrated by our decisions and our deeds over the long term, not by the words we throw out in the heat of the moment so we can look good when the cameras are rolling. Character, in other words, is a long-term play, it is
We are all nearing the end of what has been a very difficult year. As the final days of that year approach, it seems appropriate to take just a few moments to talk about one of the most important, most inexhaustible traits of the accountable leader: gratitude.
Has someone you report to ever said to you, “I’m holding you accountable for so-and-so”? Or: “You’re going to be held accountable if X, Y, or Z doesn’t happen”?
How did that make you feel? Did it inspire you? Did it make you glad that you had picked such a great place to work and found such a great boss? Did it get your creative juices flowing?
Accountable leaders know that the values of the organization must always connect to the actions and decisions of each and every team member. They also know that Respect has to be one of those values. If team members are not willing to treat each other with respect — whether that is over a political disagreement, a disagreement about how to redecorate the breakroom, or anything in between — then the accountable leader has to call time-out and make sure the value of Respect is restored.
There are two potent realities that connect to the remote leadership challenge, and each of them is refusing to go away, despite the best efforts of some to stop believing in them. Each reality is worth understanding, because one of the core commitments of the accountable leader is a commitment to the truth, and this is a commitment that starts at home.
(This article is the second in a series of posts about the challenges of leading a remote workforce.) In a previous post, I pointed out that many leaders, in the wake of new staffing circumstances brought about by the response to the global pandemic, are now asking variations on this question: How do I hold my people accountable when they are not working in the office? In this post, I want to issue a pointed
I talk to many leaders who ask: How do I hold remote workers accountable? And: How can I manage somebody when I can’t see them in person and can’t check up on what they’re doing? Those two questions offer leaders an important opportunity for self-assessment on their own personal accountability. What do I mean by that? I mean that if you are aspiring to be an accountable leader, and either or both of these questions
Here is a critical question for accountable teams. Let’s say you know for certain that the leader you report to is making a choice that undermines an important commitment–a choice that does not align with the organization’s stated values. What do you do? Do you speak up? Do you find an appropriate place and time to share your perspective that the commitments and the values of your organization are being compromised? Or do you make
You may only dimly recall the name Collin Martin from a story that flashed by a while back…or you may have no idea at all who Collin Martin is or why he is important in any discussion of accountable leadership. That is about to change. A midfielder for the San Diego Loyal in the USL Championship soccer league, Martin did something remarkable in June of 2018: He came out publicly as gay. This made him