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How to Manage Accountability and Responsibility in Team Members

Posted by Darleen DeRosa January 2, 2019

accountability blocks

In today’s competitive business environment, accountability stands out as a key differentiator for effective organizations. OnPoint Consulting’s research has found that 77% of leaders in top performing companies believe employees are held accountable for their actions and performance. By contrast, only 44% of leaders in less successful companies claimed their employees are regularly accountable.

Accountability is all about establishing expectations and developing a framework for ensuring people follow through on their commitments. When employees are engaged and demonstrate high levels of accountability, they are better equipped to contribute toward sustainable business success. Leaders can lay the groundwork for promoting accountability by implementing a few simple strategies that promote better communication, enhance trust, and boost employee performance.

OnPoint’s research and experience has found that managing accountability in others is a two-stage process:

Before the Fact: The first step is to set people up for success following the ATC model of accountability.

  • Action: What is expected?
  • Timeframe: When are results due?
  • Checkpoints: How will progress be measured?

After the fact: To increase the level of responsibility when problems do occur, people should consider the following questions:

  • What can I do to get the project back on track?
  • What can I do to prevent this from happening again?
  • What did I do that may have contributed to the problem?

For a closer look at how to ensure people deliver on their commitments and how to increase their willingness to take responsibility, join OnPoint Consulting’s Rick Lepsinger as he discusses strategies that enhance accountability throughout an organization.



Topics: managing a team, managing accountability

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