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Six Steps to Greater Accountability (Part 3 of 3)

Categories: Culture of Accountability

This is the final part of my 3-part blog series on Accountability…

Imagine your workplace if there was no more finger pointing, no more excuses, no more fudging and evasion. Imagine if teams pulled together, departments communicated, leaders led, managers gave candid feedback, and employees even asked for feedback, looking for ways to improve their performance.

Imagine if people admitted they’d made a mistake, when a mistake happened, and asked what they could do to fix it, and/or never do it again.

What we are describing is a workplace with a culture of accountability. Does this sound like your office? Would you like to work in this environment?

Accountability is one of the qualities of an outstanding leader, but anyone in any position can aspire to it.

Here are six things you can do to raise your own level of accountability:

(You might be surprised at how simple they are, and yet so many people fail to do them.)

  1. Don’t gossip. Period. No matter how tempting. And we all know just how tempting it can be. It’s never appropriate or professional; it tarnishes your image, and has a nasty way of coming back and biting you.
  2. Be on time, to work, for meetings, for project deadlines. If you know you must be late, let someone know, particularly with projects.
  3. Accept feedback gracefully. The only good response to negative feedback is “Thank you.” If you need clarification of what you’ve been told, ask. If you don’t believe it’s accurate, don’t argue; you can always get a second opinion. Take any feedback as a gift, as the vital information you need to be more successful.
  4. If you are a manager or supervisor, give feedback. Give it kindly, but honestly. Don’t wait till a person’s performance is so bad that you’re considering firing them, without having ever said a word. Giving feedback is one of the ways you can be accountable to the company, to your staff, and can help employees grow.
  5. To be more accountable for your work performance, make sure you know exactly what is expected and how it will be measured. If you don’t know... ask questions. If you need support or more training to do the job, ask for that too.
  6. Keep your skill set current. This could be on your employer’s dime, but if no training is offered, it’s on you. Don’t let your industry move ahead without you, leaving you in the dust.



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