To start the discussion on the importance of accountability, we must first consider its definition.
Accountability: an obligation or willingness to accept responsibility or to account for one’s actions
In today’s busy marketplace, it’s easy to get caught up in the “daily grind.” This means we can lose track of our actions and the effects they can, and do, have. For that reason, being held accountable is essential to prolonged and ethical performance.
A short story…
There was a contractor who did not require accountability from all employees. The “daily grind” mindset kept managers away from how details were being managed. They just trusted everyone would operate the way they know they needed.
This flimsy style of management continued operating in an accountability vacuum, until auditors, creditors and suppliers begin to call more frequently with problems. It later was revealed that the books were not being kept correctly and the company was in serious financial trouble. It took months of repair and hours of legal counsel for the company to be set straight. It will be years until the company sees gains as they had experienced years earlier.
What’s the real issue?
If you were to glance over this situation, you’d think their problems were the result of poor bookkeeping, or mismanagement of employees. But those are only symptoms of a much deeper problem. The reason why companies have these types of problems, usually, is a direct result of the absence of accountability.
It could have been avoided…
If we were to rewind the clock and establish clear lines of communication, reporting and authority, chances are, this particular company would not have fallen into such serious trouble. Establishing a culture of accountability can mean the difference between profit and bankruptcy. It’s not about exerting authority inappropriately. It’s about recognizing the importance of allowing the company to operate as smoothly and soundly as possible.
What about you?
Is your company operating with accountability? As you continue to lead your company, take a moment to examine how your employees and/or team members are held accountable for their actions. Is it easy to communicate, when there is a problem? Is performance being measured? Do your people understand what is expected of them? These questions seem simple enough. But for many organizations, they have not been considered. You may be leading one of those companies.
Where to start…
There are numerous financial, legal and logical reasons to establish accountability in your organization. But the main reason should be…because it’s the right thing to do. If you’re not sure where to start, begin with yourself. Referring back to the definition…you must be willing to accept responsibility and account for your actions. Once people see leadership holding themselves accountable, a culture of accountability will follow.
