Strategies for Improving Company Accountability

🔶Bridging Compliance and Strategy: How, Why, and What🔶 By integrating measurement methodologies inspired by Doug Hubbard's “How to Measure Anything” and John Doerr’s OKRs from “Measure What Matters”, organizations can quantify ethical progress and drive meaningful change leveraging #ISO standards. ➡ Using ISO Standards with Empirical Measures 1. Fairness as a Measurable Outcome ISO/IEC TS 12791 offers practical tools to identify and reduce bias in AI systems.  ☑Example OKR:      🅰Objective: Ensure AI outputs are equitable.      🅱Key Results:     - Reduce demographic disparities in system recommendations by 20%.     - Conduct quarterly audits of datasets for bias detection. 💡Hubbard's Insight:  Even seemingly intangible metrics, like fairness, can be quantified. Use proxy variables like decision consistency across demographics to track progress. 2. Transparency Through Explainability ISO5339 emphasizes transparency by guiding organizations in creating explainable decision pathways.  ☑Example OKR:      🅰Objective: Improve user trust in AI systems.      🅱Key Results:     - Achieve 90% satisfaction in user surveys related to system explainability.     - Implement traceability mechanisms in 100% of deployed systems. 💡Hubbard's Insight: Measuring trust can use tools like Net Promoter Scores (#NPS) or user feedback metrics. Quantifying subjective experiences, such as transparency, makes iterative improvements possible. 3. Accountability in Governance ISO/IEC 38507 defines governance frameworks to ensure clear accountability for AI decisions.  ☑Example OKR:      🅰Objective: Establish organizational accountability for AI outcomes.      🅱Key Results:     - Reduce the number of unresolved AI governance incidents to zero.     - Conduct biannual accountability reviews with stakeholder input. 💡Hubbard's Insight: Accountability can be quantified by tracking the resolution time for identified governance issues or through compliance rates in internal audits. 4. Continuous Adaptation and Resilience ISO42001 and ISO/IEC 23894 support lifecycle monitoring to adapt to societal changes and emerging risks.  ☑Example OKR:      🅰Objective: Maintain alignment with evolving ethical standards.      🅱Key Results:     - Update AI risk assessments every 3 months.     - Maintain 95% compliance with new regulatory requirements. 💡Hubbard's Insight: Measuring adaptability involves monitoring the time taken to incorporate new standards and the percentage of systems updated within defined timelines. ➡Combining Hubbard’s Metrics with Doerr’s OKRs Doerr’s OKRs provide a clear structure for setting ambitious yet achievable objectives, while Hubbard’s methodology ensures that even qualitative goals, like ethical AI, are measured empirically: ✅Use OKRs to define the “What” (e.g., "Improve fairness in AI systems"). ✅Apply Hubbard’s approach to measure the “How” (e.g., using decision parity or user sentiment as proxy metrics for fairness).

When you set out to build a company that is good for society, how do you make sure your intentions go beyond just window dressing? In the 21 years that I have written about startups for Bloomberg Businessweek and Fortune and WIRED, I've seen a lot of companies make short-sighted decisions that compromise their social goals. They blame the economy, or the stock market, or a competitive business landscape. They say it's impossible. But companies like Warby Parker prove it’s possible to build a strong business that does good, *even* after 16 years and *even* in this economy. So how do we ensure that purpose stays at the heart of our work? Cofounder Neil Blumenthal shared his thoughts on a recent episode of the #HelloMondayPodcast: 1. Define Clear Values: Purpose can’t just be a buzzword. Embed your company’s core values into everything you do—from how you hire and treat employees to the sustainability of your supply chain. 2. Measure and Share Impact: Be transparent about your goals and track your progress with hard data. Share what’s working, and just as importantly, what’s not. True commitment to change means accountability, not perfection. 3. Engage Stakeholders: Your employees, customers, and communities should have a voice. Create feedback loops that allow for honest input and adjust your approach based on their needs, not just what looks good in a mission statement. 4. Lead by Example: It’s not enough to talk about doing good—your leadership needs to embody these values. Authenticity comes from action at every level of the company. We don't have to sacrifice social impact for growth. It takes intentionality and accountability, but it’s possible to stay true to mission. And: Big gratitude to Leanne Pittsford & the Lesbians Who Tech & Allies Summit for inviting us to record this episode live in September in New York City! What do you think? How can businesses balance purpose with profitability in today’s challenging environment? Who is doing it well?

When I work with clients, I often hear about accountability. Or maybe I should say I hear about the lack of accountability. Or maybe more precisely it's how to or what's the best way to hold teams and individuals accountable. And not surprisingly (to me) is that individuals and teams WANT to be held accountable. They want to know how they are doing. They want to know where they stand. They want to know how they can help the company/organization achieve their goals, etc. Accountability isn’t just about meeting deadlines – it’s about owning our actions, delivering on promises, and fostering trust within our teams. As leaders, setting the tone for accountability drives growth and creates a resilient, results-oriented culture. Here are some ways I suggest to clients to promote accountability in their organization: ✅ Clear Expectations: Make roles, responsibilities, and goals transparent so everyone knows what’s expected and can self-evaluate. 🔄 Regular Check-Ins: Schedule progress reviews to discuss successes and areas for improvement. Weekly or bi-weekly touchpoints keep everyone aligned and motivated! 📈 Metrics and Milestones: Use measurable goals so accountability is objective, fair, and trackable. Celebrating milestones keeps momentum strong! 🤝 Peer Accountability Partners: Encourage team members to buddy up and keep each other accountable for specific goals. Collaboration brings perspective and motivation. 📊 360-Degree Feedback: Regularly ask for feedback from peers, subordinates, and managers. It’s a great way to stay accountable to all levels of the organization. Remember, accountability isn’t about placing blame – it’s about fostering trust, growth, and a stronger team 💪. What are some ways you stay accountable?