Last week I was speaking with a small business owner who told me “you aren’t telling me anything I don’t know…
but HOW do I get my team working together to grow the business..
HOW do I get out of overwork and overwhelm?”
In a sentence, his firm lacks Accountability.
But what can/ should he do?
To quote an owner who has made this transition: “Knowing doesn’t make the difference.. it is Doing that matters.”
We talk about Accountability as if it is a “thing” that other companies have but we can’t seem to find, an elusive dream, a pink elephant.
Accountability is not something that is “done” to people but a contract between you (as coach) and your team member.
They know the Right Things to do, how and when to do them, what Right looks like, and agree to Get’r Done (said in your best Jeff Foxworthy voice).
It’s a process of being clear, getting people to commit, and then coaching with feedback, re-direction, praise, follow-up and sometimes tough love. It’s the proverbial “holding someone’s feet to the fire” or “inspecting what you expect.”
It’s also important that you have process to setup, agree to and expect Accountability.
The aforementioned owner thought his main problem was “finding better people”– yet a “better employee” will not be much more effective in a team who lacks accountability as a system.
Here are two quick videos from leaders on the accountability front to explain more:
From the Zenger Folkman group’s author Kathleen Stinnett, Accountability Success in Coaching
Great overview from Roger Connors of the Oz Principle: Steps to Accountability- Above the Line and Below the Line