How to Build Trust Through Responsibility

Teams don’t fall apart because people mess up. They fall apart because no one talks about it when they do. And when things go right we often skip the conversation entirely. The thing is, accountability isn’t code for punishment, it’s one of the most powerful tools a leader has - when it’s used right. And I get why accountability falls short: it’s uncomfortable, it feels personal, and most of us were never taught how to do it well, only how to react when things go off the rails. And yet, in fast-moving, high-pressure organizations, the way you handle accountability sets the tone for just about everything else: Performance. Trust. Culture. All of it. Here’s how I break down accountability with the executives I coach because sustainable success depends on both: How to Hold Yourself Accountable: • Own your outcomes (that means the wins and the misses) • Reflect before reacting • Share what you’ve learned (out loud, not just in your head) • Follow through, every time • Say “I got it wrong” when you did How to Hold Others Accountable: • Set expectations that are clear, not assumed • Make progress visible, don’t wait for the postmortem • Say it soon, while it’s still fresh and useful. Feedback delayed is feedback denied. • Ask: “What’s getting in your way, and how can I help?” • Catch what’s working, not just what’s broken One form of accountability builds credibility and the he other builds culture. You need both. Your mission, should you choose to accept it: Hold one person accountable for something that went well. See what happens and then tell me about it! What's your best advice for building an accountability muscle or culture? #LeadershipDevelopment #ExecutiveCoaching #Accountability #OrganizationalEffectiveness #PsychologicalSafety #TrustAndPerformance

The #SayDo Ratio is a concept that I learned very early in my career. It is one of the most effective ways to measure how well your actions stack up against your words and commitments. Are you walking the talk? Because talk is cheap, but actions speak louder than words. I remember my Say:Do ratio being closer to 90% when I was younger. Along the way, we get complacent and tend to focus more on the important and urgent stuff. In today's fast-paced world, where we are constantly being bombarded by distractions, it can be very hard to follow through and keep track of this. I’d say mine is closer to 70% these days. And I’ve been trying to get it back to 90%. A strong Say:Do ratio is an essential element of building credibility, trust and respect, leading to stronger relationships. So, what can you do to improve yours? Here are a couple of tips: Step 1: Be realistic about what you can commit to. ️ Step 2: Follow through on your promises, big or small. Step 3: If you feel you’re missing those, go back to Step 1 A few other things you can do to improve your ratio: - Set achievable priorities - Hold yourself accountable - Set up reminders (to avoid procrastination) - Learn to say “No”. I’m still working on this. - Communicate - if you’re unable to follow through, let people know. Avoiding/Ghosting is the worst thing you can do. By aligning words with actions, we build trust, credibility, and momentum, all essential tools for personal and professional growth. What's your current "say-do" ratio? #LeadershipDevelopment #PersonalGrowth #Accountability #WalkTheTalk #saydoratio #credibility #professionaldevelopment #leadership #trust #career

The leaders you work for early in your career shape how you show up later. For better or worse, we emulate the behaviors we see. I think back to the leaders I had in my first 10 years: Some were incredible professionals I still look up to. Others? Not so much. But when you’re early in your career, it’s hard to tell the difference. I thought leadership meant: ❌ Always being right ❌ Never admitting mistakes ❌ Shifting blame instead of taking responsibility And when you see that over and over again, you start to believe that’s just how it works. I know better now. Today, I lead differently. I work hard to create a space where we can say: ✅ “I don’t know.” ✅ “That didn’t work.” ✅ “Let’s figure this out together.” But also where we take accountability, seek answers, and move forward with clarity and confidence. Here are 5 things I do to build that kind of environment: 1️⃣ Model curiosity. I don’t pretend to know it all, I ask questions, do the research, and learn out loud. 2️⃣ Admit when I get it wrong. There’s no trust without transparency. Mistakes are part of growth. 3️⃣ Invite diverse perspectives. I want to hear from the room, not echo my own ideas back to myself. 4️⃣ Celebrate learning, not just outcomes. Progress starts with people who feel safe to explore, try, and iterate. 5️⃣ Hold space and set standards. You can make room for “I don’t know” and reinforce the expectation to go find out. Because leadership isn’t about perfection, it’s about presence, ownership, and growth. And if you’re lucky enough to lead others, make sure you’re the kind of leader worth emulating.

Trust is built through actions, not words! Trust is at the heart of any effective leadership style. I’ve found that it can make or break a team's performance, morale and overall success. Today, I want to share some insights on building and maintaining trust within your team, based on my 20+ years of experience in leadership roles. Transparency is Key: Share important updates, both good and bad. If something isn't going well, it’s better to let your team know rather than keeping them in the dark. People appreciate honesty. Open-Door Policy: Make sure you're approachable. If team members feel they can come to you with any problems or suggestions, you’re on the right track. Be Consistent: Try to treat everyone fairly and keep your promises. If people know what to expect from you, they're more likely to trust you. Acknowledge Mistakes: We're all human... we all make mistakes. Owning up to them shows maturity and reliability, two qualities that help build trust. Provide Feedback: Positive or constructive, feedback helps team members know where they stand and how they can improve. It's a two-way street... encourage them to provide you with feedback too. Tip: Always use Positive Reinforcement when giving feedback... don't make it all about the individuals shortcomings. Empower Your Team: Delegating tasks or responsibilities not only shows you trust your team's skills but also encourages their own development. The sense of ownership they get from it often leads to better results. Show Appreciation: Recognize and reward good work. Simple acts of appreciation can go a long way in building a positive and trusting work environment. Stick to Your Values: Integrity is crucial. If your actions reflect your words, people are more likely to trust you. Active Listening: Take the time to listen to your team's concerns and ideas. This not only fosters trust but can also provide you with valuable insights. Follow Through: If you commit to something, do everything in your power to make it happen. This confirms that you're reliable, further building trust. Leadership isn't about pretending to have all the answers. Simon Sinek - "In leadership, the quickest way to lose trust is to pretend you have all the answers. The best way to build it is to prove you don't." #LeadershipTrust #BuildingTeams #TransparencyInLeadership #LeadershipDevelopment #EffectiveLeadership