How to Foster Commitment and Accountability

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

We all know this feeling: “A hard conversation is coming” As leaders, we need to EMBRACE this. But how? This is why I created the 5 Step Accountability Dial™, take a look: #1 - "The Mention." This is all about gently pointing out an issue without making a fuss, like tapping someone on the shoulder. It’s about making a verbal observation. Consider a colleague, Alex, who's consistently late for meetings. Rather than confronting him, you can say, "Hey Alex, I've noticed you've been coming in late for meetings. Everything okay?" It's a polite way to raise awareness. Moving on to #2 - "The Invitation." After mentioning the issue, extend an open hand for a structured dialogue. It's about fostering collaboration and understanding. So, after mentioning Alex's tardiness and giving him time, you might say, "Alex, let's sit down and discuss this further. How does your schedule look this week?" This sets the stage for a more in-depth conversation. #3 - "The Conversation" is where you get to the heart of the matter. It's about clarity and exploring reasons and solutions. During the conversation with Alex, you could say, "I've noticed you're consistently late for our meetings. Can we understand if there's an underlying reason causing this?" Keep the dialogue open and solution-focused. #4 - "The Boundary"   If changes haven't occurred, set clear guidelines and expectations. Make it clear that further missteps have consequences. If Alex's punctuality hasn't improved, you might say, "We need to work on a plan to improve your punctuality. Can we specify a date for this progress?" Setting boundaries reinforces expectations. Finally, #5 "The Limit" This is when previous steps haven't led to change. It's about implementing consequences and safeguarding team interests. In Alex's case, it could be, "Despite previous discussions, I haven't seen significant progress. The responsibility to improve lies with you now. Please understand the seriousness of this issue." Maintain professionalism while upholding standards (here’s where directness is critical). It’s all about clear communication, empathy, standards, and effective leadership (most things are!). What the authenticity dial allows is a clear path for leaders to engage with their team in a structured, effective manner.

“I’m not micromanaging, I’m being intentional.” I had a boss who used to say this all the time when the team confronted their micromanaging behavior. I remember looking up the definition of “intentional” to see how it was actually defined by Merriam-Webster because so many of us felt stifled, controlled, and resentful. Intentional leaders can help us maintain a positive mindset, reach goals, experience more clarity, and be more present. They can also increase our focus and commitment and bring more purpose and meaning to our lives. The transition from micromanaging to being intentional involves trust-building, delegation, and encouraging autonomy while maintaining accountability. Here are ways leaders can stop micromanaging: 1. Foster Trust and Autonomy ➡ Encourage employees to take ownership of their tasks and decisions. This empowerment builds their confidence and demonstrates trust in their abilities. ➡ Clearly communicate the outcomes you expect but allow employees to determine how they achieve these results. This approach gives them the freedom to use their skills and creativity. 2. Improve Communication ➡ Offer feedback that focuses on improvement and learning, rather than criticism. This helps in building a supportive environment that values growth. ➡ Create channels for two-way communication, where employees feel comfortable sharing ideas and concerns. This openness can lead to more collaborative problem-solving and innovation. 3. Delegate Effectively ➡ Delegate tasks based on employees’ strengths and areas for growth. This not only ensures task suitability but also aids in their professional development. ➡ Implement a system of regular check-ins rather than constant oversight. This approach balances accountability with autonomy, allowing leaders to monitor progress without overbearing supervision. 5. Cultivate a Positive Company Culture ➡ Encourage teamwork and peer support, fostering a culture where employees can rely on one another, reducing the dependency on constant supervision. ➡ Acknowledge individual and team achievements openly. Recognition reinforces positive behaviors and outcomes, motivating employees and reinforcing trust. 6. Self-Reflection and Seeking Feedback ➡ Regularly assess your management approach and be open to change. Self-awareness is key to understanding the impact of your actions on your team. ➡ Invite feedback from your team about your leadership style and their work environment. This can provide valuable insights into how you can support them better without micromanaging. By implementing these strategies, leaders can create an environment that values independence, fosters professional growth, and builds a strong foundation of trust and respect. Transitioning away from micromanagement to intentional leadership not only enhances employee satisfaction and engagement but also drives innovation and success for the organization. #leadership #micromanaging Happy Friday, friends! ❤️

Want to know why your team misses deadlines? Stop looking at them. Start looking in the mirror. 🪞 Here's something about leadership nobody talks about: Accountability doesn't filter up. It cascades down. I worked with a CEO last month who couldn't understand why his team never completed their quarterly priorities. During our session, I asked to see his own track record. Guess what? He'd completed just 2 of his last 7 commitments. The hard truth? Your team doesn't do what you say. They do what you do. 3 reasons accountability starts at the top: 1. Your actions create permission A Harvard Business School study found that 86% of employees look to leadership behavior as their primary guide. When you let your own commitments slip, you've just told everyone it's acceptable. 2. Accountability requires crystal clarity Most "accountability problems" are actually clarity problems in disguise. Vague expectations create vague results. Your team can't deliver on fuzzy expectations. 3. Systems consistently outperform willpower Even the most committed teams falter without proper structure. The accountability formula I've seen transform hundreds of businesses: Clear expectations + Visible results + Consistent follow-up = A culture of getting things done Remember: If you're not hitting your own Rocks (Quarterly Goals), completing your own To-Dos, or delivering on your own Scorecard numbers, you can't expect your team to either. 🔁 Reshare to help another Visionary leader see the value in staying accountable

If you let people slide, they’ll believe they can ice skate…right past deadlines and deliverables. 🧊⛸️ Early in my career, I learned this the hard way. As a new leader, I thought being lenient would build trust. Instead, I found myself overwhelmed, fielding excuses and chasing deliverables. It was a wake-up call and a pivotal moment in my leadership journey. Here’s how I turned things around: 1. Clear Expectations: From day one, I started laying down the rules of the rink. 2. Consistent Check-ins: Regular feedback sessions kept everyone aligned and on track. 3. Balanced Accountability: I learned to support my team while also holding them accountable. 🔑 Tip: Firm but fair leadership fosters both trust and productivity. It’s about creating a space where everyone knows the rules and can thrive. How have you grown as a leader? What strategies have worked for you? Share your experiences below and let’s learn from each other! #LeadershipGrowth #TrustAndAccountability #TeamSuccess #SumThoughts

📚 I've read many books, but this one was a game-changer: → "Extreme Ownership: How U.S. Navy SEALs Lead and Win" by Jocko Willink and Leif Babin 💡4 lessons I learned 👉🏼 1. Ownership and Accountability. ↳ Taking full ownership of your actions and decisions is crucial. It empowers you to learn from failures, make necessary changes, and lead effectively. ↳ Lyft CEO, David Risher, is a shining example of emotional intelligence in what was called the $2 billion typo on a press release misstating margin outlook from 50 to 500. He stated: "First of all, it's on me." "It's an unacceptable error. Again, ultimately it's on me--I'm the CEO, the buck stops with me." ↳ I've seen so many leaders who are always quick to point 🫵 and blame 🤬. Ask yourself, how often are you pointing the finger first vs. taking accountability? 👉🏼 2. Leadership Through Humility. ↳ True leadership involves humility, recognizing mistakes, and being accountable. It's not about blame but about taking responsibility and leading with integrity. ↳ Integrity is the quality of honesty, strong moral principles, and moral uprightness. Finish each day knowing you can look in the mirror and know you've done what's right 😇 . Don't get caught on the slippery slope... ⛷️ 👉🏼 3. Team Success Through Ownership. ↳ When individuals in a team take ownership of their mistakes and work towards solutions collectively, the team becomes stronger and more effective in achieving its goals. 👉🏼 4. Leading by Example. ↳ Leading by example means being the first to take ownership, show accountability, and demonstrate the values you expect from others. It inspires trust and unity within a team. 💬 My favorite quote? “... the most fundamental and important truths at the heart of Extreme Ownership: there are no bad teams, only bad leaders.” 📝 Here's 5 Examples: 1️⃣ Project Failure at Work: ↳ Instead of blaming your team for a project's failure, you take full responsibility, analyze the missteps, and share the lessons learned. 2️⃣ Misunderstanding with Your Partner: ↳ You acknowledge your role in a misunderstanding, fostering resolution through open communication and accountability. 3️⃣ Coaching a Youth Sports Team: ↳ Facing consistent losses, you reflect on improving your coaching methods and motivating the team, rather than blaming their skills. 4️⃣ Financial Mismanagement: ↳ You own up to poor spending habits, creating a solid plan for budgeting and financial improvement instead of blaming external factors. 5️⃣ Career Stagnation: ↳ Instead of attributing stagnation to external obstacles, you focus on personal growth and proactive steps to advance your career. #leadership #emotionalintelligence #teams #accountability #extremeownership #humility

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

Leading by Example: In the realm of leadership, the adage 'actions speak louder than words' holds profound truth. As a leader in the oil and gas industry, I've learned that leading by example is not just a strategy, it's a responsibility. Let me share a story that underscores this belief. Early in my career, when I was just starting out with my first venture in Chanute, Kansas, we faced a significant challenge. One of our key projects was lagging, and morale was low. I realized that what my team needed was not just instructions, but inspiration. So, I rolled up my sleeves and joined them in the field. We worked together, through long hours and challenging conditions. That experience didn’t just help us meet our deadline; it solidified a culture of mutual respect and teamwork that became the cornerstone of our company's ethos. This experience taught me that leadership is not about sitting in an office issuing commands. It's about being present, showing your team that you're willing to do what you ask of them. It's about building trust and respect through shared experiences. And most importantly, it's about embodying the values and work ethic you want to see in your team. As leaders, we must remember that our actions set the tone for our organization. When we lead by example, we create a culture of accountability, excellence, and collaboration. This approach not only drives results but also fosters an environment where every team member feels valued and inspired to contribute their best. #Leadership #LeadByExample #Teamwork

Today will mark the end of another quarter for Lucid. And everytime I approach the end of a quarter, I’m always reminded and inspired by how our teams work together and both encourage, but also hold each other accountable. Accountability in particular is something I strongly advocate with my leaders. But sometimes I think accountability is often looked at in a negative light. Instead of thinking of accountability conversations as “criticism focused,” we should instead view accountability conversations as simply a valuable exchange of guidance, with the leader’s sole purpose being to help their team WIN. When you’re a part of a sales team, you win together, but more importantly no one should lose alone. Spending time with my family in Hawaii always brings me back to the power of Ohana and the power in everyone working together for the betterment of not just “family,” but community. There is an inherent understanding that people will not just do their part, but they will work to lighten the loads of others, as well. As you recognize others, then are you recognized and as you help others, then do you receive help. I can’t think of a more important lesson for sales leaders to embody as they help their teams work through accountability. We must approach conversations of accountability with empathy and most importantly, lead by example. There’s an innate respect earned by leaders that walk alongside their team, sharing experiences and learnings along the way that can not only educate, but elevate their efforts. Afterall, a good leader should never ask their people to do something they haven’t done or wouldn’t be willing to do themselves. But what I’ve found to be most powerful in all of this, is approaching each day with optimism and empathy. Great leaders empathize with their team’s journey and show gratitude for their work, while also looking for the good and helping them learn from frustration so they can grow. I truly believe that high optimism predicts high effort and success, and don’t think anyone can do their best work operating in fear. So as you meet with your teams and lead, I encourage you to approach accountability with maybe a different mindset, leading with empathy and work to move forward with confidence and optimism.