Accountability That Works!

By Jeffrey D. Roth, CEO

Recently, the SWK staff participated in a one-day workshop, Accountability That Works! The goal for the day was to demonstrate the combined power of Responsibility, Empowerment and Accountability in achieving successful project results and increased professional growth. More specifically, the following objectives were established at the outset:

• Define a "responsibility mindset"
• Complete a Clear Agreement Form
• Identify strategies for overcoming common barriers to task completion
• Complete a Looking Back Form when results are not 100% successful
• Discuss how to hold others accountable for results

We learned about the three-stages of the "Cycle of Accountability," supported by a clear agreement. This includes the attitudes or mindsets we choose at each project stage and just how critical they are to the success of the project. We defined that being accountable means that we own the results, whether successful or not and without fault or blame.

A clear agreement for accountability must include:

• The task
• The owner
• The desired results
• The "by when?" or deadline

These agreements call for looking ahead and anticipating resources, challenges and opportunities. In managing these agreements, it is important that we seek out, or communicate the purpose and value of, the assignment. We need to explain why we want the assignment; anticipate resources and obstacles; clarify authority; and check for completeness, detail and accuracy. All of these are essential in maintaining a high level of accountability.

We also defined the term "empowerment." Empowerment is taking personal action to ensure an agreed-upon result. Empowerment requires us to decide on steps, ask for assistance, overcome barriers and stay on track. It is a critical component in staying accountable to others and to ourselves. It is important to remember, though, that empowerment is not authority.

When we spoke about accountability, we defined it as personal willingness, after-the-fact and something to answer to for the results of our behaviors and actions. We have to keep the following in mind:

• Did we complete each step of the Agreement?
• If the results are good, celebrate!
• If the results are poor, avoid blame; fix the problem, and learn from our actions.
• It moves us beyond a "victim" mindset and gives us control.

When results don't turn out the way we would have liked, consider the following:

• How might I have contributed to the poor results?
  • Were my instructions clear?
  • Was I clear about what, why, and when I needed work from others?
  • Did I give the person adequate notice and take into account their other priorities?
• Acknowledge your responsibility and accountability in the situation.
  • Use "I" statements.
• Avoid victim-based comments
  • "Your failure to give me what I needed made me miss my deadline."
• Suggest a renegotiation
• Explain how we plan to rectify the situation; and ask what the person can do to assist us.
• Discuss a better approach for the future.

Finally, it is important to remember that the model does not stop at Accountability:

• Review the actions we took during the project, evaluate which ones were productive and plan to use the lessons learned the next time we work on a similar task.
• The cycle continues through to the next project, when we take ownership for the new task.

How about taking ownership for something today and start being accountable to yourself and to others?

If you'd like to discuss this topic or anything else with me, please do not hesitate to contact me at jeff.roth@swktech.com or on my direct line at 973-758-6110.

Jeff Roth, CEO