Link to Part 1

Recently, my friend asked me, "How do you really hold someone accountable?"

While I have written about Accountability on a number of occasions, I have never been asked or answered that straightforward question. To begin my answer, I posted some ‘general’ thoughts in ‘Part 1’. Now, I’m posting some ‘specific’ suggestions.

1. Lead by example. As the leader, understand how you hold yourself accountable and ensure you are leading by example before working to improve followers’ accountability.

2. Ensure followers know WHY. Express your views clearly. Tell accountability stories and provide visual cues. For example, U.S. President Harry S. Truman felt accountability was so important he kept a sign on his desk in the Oval Office that read, “The buck stops here”. He wanted his followers to know he accepted ultimate responsibility for decisions…he wanted his followers to really hold themselves accountable.

3. Communicate a “Master Rule”. If you hold accountability very dearly – if accountability is one of the top 5 most important things you want your followers to embrace – then create a “Master Rule” to make your strong view crystal clear. You could, for example, borrow Harry S. Truman’s “The buck stops here”. Clearly, Truman wanted his followers to view that as one of his Master Rules. Tell stories to illustrate WHY you have chosen to have a Master Rule covering accountability.

4. Recruit with accountability in mind. Talk to job candidates about accountability. Share your stories. Ask job candidates if they have stories of accountability etched in their minds.

5. Use job descriptions as accountability tools. Ensure your Role Descriptions signal accountability messages. Role Descriptions should be clear and concise, covering:

• 5-7 Task Areas – with each Task Area described in a short phrase
• 5-7 Goals – one SMART Goal for each Task Area…aligned with department Goals & company Goals
• Communication – deliver formal feedback on performance vis-à-vis Goals, at least twice per year

6. Talk about accountability at every meeting. For example, select one department/company Goal for each meeting and have each follower commit to perform at least 1 specific action and report on that action at the next meeting. Follow up. As this meeting process is initiated, visit followers 1-on-1 in advance of the next meeting and ask about action taken. Explain WHY you completed your specific action items and HOW you will report them at the next meeting.

7. Address violations. Plan how you will address ‘accountability shortfalls’ because your followers will, from time to time, fail to complete actions as agreed. Address shortfalls immediately…help your followers understand you will not ignore accountability shortfalls. Escalate your feedback to 'corrective measures' if followers illustrate repeated ‘accountability shortfalls’.

Consider the above suggestions if you want your followers to really hold themselves accountable.

And, of most importance, hold yourself most accountable as you lead by example.

Link to Part 3