Techniques for Encouraging Team Accountability Through Dialogue

Recently, a CEO client came to me frustrated. Despite having highly experienced leaders, mission-critical decisions kept getting sidelined. The elephant in the room was growing but no one was talking about it. The challenge? Slow progress because personal opinions were turning into Win/Lose. Here’s what we did to break the cycle: 1. Naming the Elephant We crafted a powerful opening statement for his next meeting: "Let's talk about the elephant that's been hanging out in the parking lot." But before the meeting, we established two critical agreements with the team: - These critical issues are a top priority that need resolution. - Clear expectations for open dialogue, ensuring that all concerns—yes, even the uncomfortable ones—are acknowledged and heard. As a CEO, true leadership isn’t about having all the answers. It’s about building a team brave enough to hear and validate different points of view. 2. Generative Conversations Next, he introduced something I shared with him: Generative Conversations. Now, every statement must be followed with "the reason I'm saying this is..." This small shift opened up entirely new possibilities. The team discovered they could move beyond "all or nothing, this or that" thinking. Solutions emerged that honored multiple perspectives - what I call "both/and" thinking rather than an "either/or" deadlock. 3. Fist to Five Voting After setting the stage for open and honest discussions, he introduced a simple yet effective voting technique to bring clarity and transparency to team alignment: Fist: No way One finger: Need to talk Two: Have reservations Three: I'm okay with it Four: Sounds good Five: Total agreement The result? Issues stuck for months started moving forward. The team discovered that what looked like opposition was often just unexpressed concerns. Remember: Your role as a CEO or executive leader isn't to avoid conflict—it's to create conditions where necessary conflicts become productive. How many elephants are sitting in your parking lot?

You don't have to be harsh to hold others accountable. You can make expectations clear and also guide with empathy. Follow these steps: 1. Be the Example Model the excellence you expect. Lead by doing. 2. Set a Clear Vision Define success. Ensure everyone's on the same page. 3. Use Constructive Feedback Offer it often. Be supportive and non-judgmental. It's fuel for their growth. 4. Check-In, Not Just Up Regular touchpoints keep everyone aligned. And keep stress levels in check. 5. Empower Your Team Let them own their tasks. Be their guide, not their shadow. 6. Tackle Challenges Together When issues arise, address them head-on. But always focus on solutions. 7. Celebrate the Wins Show you see and value their efforts. It's the best kind of motivation. That's accountability with a heart. ➟ High expectations ➟ Genuine support ➟ Together, you succeed Be a leader that combines empathy with expectations. Find this valuable? Repost to share with others ♻️. And follow Nihar Chhaya, MBA, MCC for more. P.S. Want a high-res PDF of this infographic? Try my free newsletter: https://lnkd.in/gGCNyeGj

At DISQO, to of core values are, “Be Relentlessly All In” and “Win as One Team.” Both sound simple on paper or on the wall, and they are the secret sauce in our recipe for success. In short, they mean nothing should get in the way of us helping DISQO and our customers win, even at the expense of personal preference or advantage. Because it means creating a future where we all win together, we need to keep a high bar for how we share feedback. That includes when we are getting it right and especially when we are getting it wrong. Sharing feedback protects our culture and our advantage only if we are willing to have the hard conversations. Avoiding hard conversations doesn’t protect your culture. It erodes it. When someone receives three straight performance reviews, clear expectations, and multiple chances to change and still refuses, it is no longer a performance problem. It is an accountability problem. Leaders do not get to look away. Standards do not uphold themselves. If you want a culture of ownership, you have to protect it in moments like these. So what does that look like? Here are 5 steps to lead through the hard conversation with clarity, not cruelty: 🔥 1. Anchor in evidence 📊 Start with the facts: "Here is what we have discussed. Here is what has not changed." You are not giving an opinion. You are reporting the pattern. 🔍 2. Say the thing 🎯 Do not water it down: "At this point, it is no longer just about performance. It is about your response to feedback." If it is hard to say, it probably needs to be said. 🔄 3. Shift the burden 🧭 Make the next move theirs: "It is your choice whether or not to take action. But we cannot continue as we are." Ownership is the signal. Enable it, do not carry it. 🎯 4. Set a specific next step 🗓️ Be clear: “By Friday, I expect a written plan with measurable steps and early action already in motion.” Accountability lives in clarity, not ambiguity. 🤝 5. Stay human, not soft 💬 You can be clear and respectful: “I want to see you succeed. But that will not happen unless something changes now.” Respect is not silence. It is truth with empathy. Creating the future means leading in the hardest times.. Where it is uncomfortable. Where most people hesitate. And where real culture is made or lost. Say what needs to be said. That is how you protect the work, the team, and the standard. #CreateTheFuture #LeadershipInAction #CultureMatters #RadicalCandor #LeadWithClarity #DISQO