There is a story in leadership that anyone who had ever lead and managed on team can relate to. The Story of Everybody, Somebody, Anybody, Nobody. It is a light hearted story, with touches of reality that can give any organization nightmares when it comes to being productive and progressing.
Whose Job Is it Anyway? The Story.
He had to do something really important. Everyone was sure that somebody would do it. It could have been brought by anybody, however, nobody did. Someone got their knickers in a twist, because it was the responsibility of everybody. everybody thought anybody could do it, but nobody realized that everyone wouldn’t. And, in the end…”Everybody blamed somebody when nobody did what anybody could have…”— Jonathan Lockwood Huie Moral of the story: if you fail to hold anyone accountable, nothing will get done. Situations like these are all too common in places that lack clear articulation of roles and responsibilities resulting in confusion, frustration with each other and missed chances. As a result, it is now critical to you as a leader in order that your workforce doesn’t end up falling into this insurance. Some tips on how you can create a culture of accountability.
Set the Example
The top has to be the one held accountable. Your actions as a leader are more important than anything you say. Yes, you want everyone on your team to have a sense of responsibility, but let me ask this question first: do YOU conduct yourself responsibly? Demonstrate what it means to own work, decisions and results for your team and people are more likely to hold themselves accountable when they see you doing it.
Clarify Expectations
When communication lags, things often fall through the cracks. Never rely on the fact that everyone knows what they are supposed to do. Define roles, responsibilities and deadlines. Give them clear directions and make sure they know what role it is that they play in your overall plan. The more transparent the communication, better are chances of executing tasks efficiently.
Define Clear Goals
They want to know the real purpose they are living for. Define specific, measurable targets and establish a date of when you will reach each over the next year. Clearly defined goals make sure your team knows where to go and what for. Reducing confusion and increasing motivation as they know exactly what is expected of them.
Foster Commitment
If team members are just assigned tasks, it doesn’t mean they feel truly passionate about the overall success of your organization. This involves an aspect of building up a shared vision that will encourage and motivate them to do their best. People are more likely to feel a sense of ownership when they are invested in the end result.
Implement Regular Check-Ins
Failure to follow-up is one of the reasons why tasks remain undone. Constant touchpoints — via meetings, cross-functional conversations or one-on-one chats about career goals and progress checkpoints. These check-ins open up the chance to talk about performance, concerns and expectations that everyone is supposed to meet. Knowing that you will be followed up with helps keep accountability at the front of your mind.
The Right Tools and Training
So, if your team members have been given new or different responsibilities in a project; make sure that they are equipped with the necessary tools and resources. When we do not have the support system in place, even those who are highly motivated struggle. Make sure that everyone has what they need, and be prepared to help out when necessary.
Encourage Open Communication
Both sides of the ball cannot operate without communication, right? Promote honest dialogue regarding challenges, questions and thoughts for your team. Developing a culture of transparent communication allows you to resolve most issue areas before they escalate and permits your entire team feel more at ease expressing their sentiments.
Focus on Solutions
Motivate your team to think ahead. When problems arise, be on the lookout for that which will survive instead of thinking about how things did not work out. This change in thinking results in faster issue resolution and sets the seed for a culture of solution finders who breed creativity.
Recognize Achievements
Recognition is a powerful tool for keeping motivation and morale up. So when they do a good job, take the time to praise their hard work. Recognizing specific behaviors will not only make that behavior more likely, it also sends the message to your team that their hard work is recognized. However, make sure that you address it constructively if someone is underperforming and outline how things can be improved. Everybody, Somebody, Anybody and Nobody is a story that emphasizes the responsibility of accountability in leadership. Through leading by example, clear communication and necessary support to hold your team accountable AND motivated to deliver their best.
If you’re ready to take your leadership to the next level, our team is here to help you implement strategies that foster accountability and success. Contact Us today to learn more.