The Accountability Blog

Three Lies Unaccountable Leaders Tell

Accountability means keeping your commitments to people. Pretty simple, right? Well, it should be, especially for leaders. Leaders who are accountable make a point of fulfilling their own commitments to people first. They make their own commitments the starting point, the priority, in any relationship. Why? Because they know that supporting their relationships with team members is the only effective means of inspiring accountability up and down the organization.

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Is it Time to Quit Your Job?

There are a lot of leaders and aspiring leaders who hear me talk about accountable leadership, and who really want to make accountability a reality in their lives and in their workplace, but find that they can’t. Typically, this is either because there is someone above them in the hierarchy who simply isn’t receptive to the idea of true accountability coming from the top … or because the person at the top doesn’t even realize

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How Accountable Are You… Really?

“How accountable am I?” This is a question accountable leaders never stop asking themselves. Accountability never stops. Accountability is proactive. Accountability takes a conscious effort and continuous action over time. Accountability is keeping your commitments to people. The minute you stop asking yourself how well you are keeping those commitments, the minute you stop taking action to strengthen those relationships, Accountability fades. Often, I will hear leaders say something like this: “Sure, I’m accountable. I

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Are You Accountable To… or Accountable For? Real Leaders Know.

As accountable leaders, we need to look closely at the difference between being accountable to and being accountable for. That difference has an impact on our ability to effectively lead our teams. When you are accountable to someone, what does that mean exactly? When I ask leaders this question, I follow up by asking them to give me examples of some of the people they are accountable to. I hear things like: My boss. My

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Building an Accountable Workplace Culture

One of the most common questions I hear from leaders is: How do we build an accountable workplace culture? The answer is simple…  but it is not easy. In fact, the answer to this question gives us a textbook example of why simple principles often take immense amounts of time, energy, and effort to implement. The simple answer is as follows. To build an accountable workplace culture, you first design it. How do you design

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Accountable Leaders Live in the Mindset of Gratitude

Do you believe you are blessed? Accountable leaders do. Have you ever made a point of noticing when you have been on the receiving end of advantages and resources that others on the planet might not have easy access to — such as having enough food to feed yourself and your family? What about the ability to take a warm shower whenever you want, or to stay warm and dry in a snowstorm, or to

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Accountable Leaders Live in the Mindset of Abundance

Do you begin with the assumption that there is enough for everybody? That a rising tide lifts all boats? That giving makes more of a positive impact on the world you live in than taking? That when you look for, and find, something you can give to a person, or to a team, to an organization, everybody benefits? That the best way to support a relationship is to find something you can give to the

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Accountable Leaders Live in a Mindset of Respect

Do you believe that other people have rights, just like you do? That their experiences and insights are as valid as your own? That all human beings have an inherent dignity and worth, regardless of any differences in culture, outlook, or belief system that may exist between them? Do you believe that people have a right to be treated well, and that you should treat them as you yourself would want to be treated? Accountable

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Transforming The Diversity Conversation … The Accountable Thing To Do

Most leaders miss a huge opportunity when they talk about diversity. In the wake of multiple high-profile news stories about diversity and inclusion, and any number of hastily-assembled “damage control” initiatives from companies at the center of those stories, I wonder if it’s time to reframe our national workplace conversation on diversity. Here’s a start: If you’re a leader, you are already accountable to each member of your team to fulfil your organization’s commitment to

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Accountable Leadership…Closing The Values Gap

I received a question recently from someone online, a question that gave me pause. He wanted my insights on how he could find the right employer in his chosen field, an organization driven by strong values. This is a very important issue, one that is all the more essential to consider closely because, as this man pointed out, most of the companies in his industry seemed to lack a coherent guiding set of values. Indeed,

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