What is the first and most important commitment of accountable leaders? What do true Masters of Accountability always do? I ask this question often, and I get a wide variety of responses. It surprises me how rarely people share the answer I am looking for: Accountable leaders are committed to developing their team members to their fullest potential.
The Accountability Blog
Tag: accountable leadership
Let’s talk about accountability in law enforcement and community policing. A few years back, in the aftermath of the death of Michael Brown at the hands of a police officer in Ferguson, Missouri, I made a point of visiting Ferguson while the protests there were going on. I wanted to connect person-to-person with some of the people in the community there. One of the gentlemen I talked to was a teacher in one of the
How do you build an accountable corporate culture? Microsoft just gave us all a lesson. If you go to Microsoft’s website and take a look at their corporate values, you will come across this powerful sentence: We recognize privacy as a fundamental human right. Inspiring…but there is a potential problem. Just posting those words is not enough to build or sustain a corporate culture that features commitments that support this value. That takes more than
One powerful lesson that accountable leaders can take from the last few extraordinary months is that personal commitments matter. That may seem like an obvious point. It is not. It requires constant reinforcement, especially within leadership circles. You would be surprised how many leaders I run into who imagine that their commitments do not need to be personal. They say things like “I am committed to quality” or “I am committed to making this company
By now, it’s obvious that the global pandemic we now face is a crisis unlike anything any of us have ever encountered. There is no longer any doubt about it: we are entering tough times. The two critical questions for leaders now are–how do we make sure our organizations survive these tough times, and how do we make sure we rebound quickly coming out of them? Those are two different things, but they are both
Ethan Bauer, a reporter for the Deseret News, recently interviewed me as part of a story on the unprecedented public criticism leveled at USA Gymnastics (USAG) and the U.S. Olympic and Paralympic Committee (USOPC) by US gymnast Simone Biles. She and other athletes spoke up frankly about the failure of accountable leadership in both organizations to respond effectively to the massive sexual abuse scandal that has grown for years now, like a malignant tumor, on
You may have seen the video that went viral about a luggage handler recklessly throwing passenger bags around at Manchester Airport in England. If you didn’t, here’s a look. The flight’s passengers (and plenty of others) were furious at the sight of the bags being tossed right through the baggage cart, and rightly so. In a world where there are many, many accounts of customer sharing (valid) complaints about their flying experiences, I was reluctant
Discover exactly how to go about fixing a broken corporate culture like the one currently in play at Boeing. It starts with leadership. It is possible. A great culture is really what all employees want.
After reading the owner of the Houston Astros recent response that he does not believe he should be held accountable for the cheating that his team was found to have participated in, I thought an article was required. At first, I thought that I would just create a list of all of the times that a leader is not accountable. The only problem with that is that the article would end at that point.
Houston Astros owner and chairman Jim Crane fired the team’s manager and general manager after Major League Baseball found the Astros illegally created a system the sole and communicated the opposing teams’ pitching signs during their 2017 championship season. Accountability was lacking on the side of those fired but the owner showed his accountability immediately.