Creating Accountability in the Workplace

When you hear the word accountability what do you think? Some hear accountability while others hear expectations, while others hear blah, blah, blah. Regardless of what word you use, the reality is that expectations seem to be a key issue among my executive clients. The word accountability seems to be thrown around a lot with little understanding of what it means to truly be accountable.

According to Sherpa Coaching, LLC, an expectation - is an important task, project or goal that requires a positive response from others to achieve a desired result. At first glance, expectations seem easy to understand and execute by any basic understanding of the word. However, setting expectations within an organization or with someone one-on-one can be a daunting task.

When thinking of setting expectations for your organization, regardless of size, it is important to ask yourself four very important questions. First and foremost, is the expectation realistic for the organization and/or the people within my organization? In other words, is this a reasonable task for the people who work for me? If not, then it is time to go back and rethink your expectation.

Second, is the expectation consistent with everything else I say and do? To play on an old adage - does the expectation support my walk and my talk? If not, then go back and revisit the expectation.

Third, is the expectation fair for members of my team? If not, then circle back and determine what expectations might be fair for the people involved. You can even take it a step further and ask your team whether or not they perceive the expectation as being fair. If the expectation isn't important and fair to the members of the team, consider whether or not it is at least fair for the key players in the organization.

Finally, can your team do it? Does your team have the necessary skills, knowledge base, training and resources needed to at a minimum meet and preferably exceed the expectation? If not, identify the gap and make adjustments.

When looking at expectations, it is important to keep these four factors in mind. While these questions are only the tip of the iceberg when it comes to setting expectations, they are a great place to start. The decision regarding accountability needs to be made based upon facts not emotions - do don't take it personal. Asking yourself and members of your organization these key questions will be a critical component to beginning your journey to a successful and productive organization.

Kendra Wilburn is a Certified Executive Coach through Miami University, OH as well as a Leadership Development Specialist. For more information on creating accountability and establishing expectations within your organization, please feel free to contact Ms. Wilburn at kwilburn@cinci.rr.com or at 513-314-9659.

Reference: Coleman, Judith and Corbett, Brenda 2006 "The Sherpa Guide - Process Driven Executive Coaching".