Link to Part 1

Link to Part 2

Some say the key to accountability is 'delegating responsibility': when people feel responsible for something they hold themselves accountable.

But - How would you delegate responsibility?

Could you ask people questions like:

• "Do you believe you can accomplish this task?"
• "Do you buy into this task?"
• "Are you enthusiastic about this task?"

"Do you believe you can accomplish this task?"

• If people don't believe they can succeed, really, how likely is it they will succeed? [Sure, some argue "anything's possible", however, in real life that's not the way things work out. As the saying goes, 'You can't make a silk purse out of a sow's ear'.]
• If people don't believe they can succeed, is that belief founded in attitude or competence? [This is an important distinction: attitude rests in their court; you can help them educate and train for competence whereas they alone control their attitude...or worse, maybe their attitude has moved beyond their control.]
• If people don't believe they can succeed, do they know something you don't know? [You have to select your battles with care if you intend to win the war. At least sometimes, what you don't know can hurt you.]

"Do you buy into this task?"

• If people don't buy into the task, why don't they buy into it? [Is it due to habit?...some people think Devil's Advocate is an important role and if nobody else is going to play the role then they will step up and do it. Some people just don't fit on some teams.]
• If people don't buy into the task, is that due to ethical differences? [If the task violates moral codes or personal values then it is important to know their rules and where their lines are drawn. Violation of master rules and invasion of personal boundaries are poor choices, doomed to generate problems.]
• If people don't buy into the task, what would it take to get them to buy into it? [Do you need to alter the way you make decisions and delegate work?]

"Are you enthusiastic about this task?"

• If people are not enthusiastic - why? [Does the task test their weakness rather than align with their strength? People enjoy working in areas of strength.]
• If people are not enthusiastic, is it because they feel they are overworked and do not have enough time? [You might need to help them understand their priorities and how to accomplish them.]
• If people are not enthusiastic, are they stressed out or burned out? [Perhaps, their energy levels are low and they need to refuel? Perhaps, they are temporarily unable to be enthusiastic about any task?]

Could you ask yourself: "As a leader, a decision maker, and a delegator of tasks - am I doing a good job?"