Organizational leadership is essential for success. Whether you are a CEO of a publicly traded company, an owner of a private business, or team leader of a group of skilled employees, your leadership needs to create an efficient workspace where staff can be individually motivated while also fostering collaboration with others. The leader needs to be direct and clear in their communications, laser-focused on the overall strategic goal, while savvy to the environment of the organization. But where does one begin to learn how to be a leader of more than just yourself? In this article, Jason Scorsone discusses leadership of people and how, ironically, one person’s accountability will always be found at the nucleus of the most efficient organizations.

The Importance of Personal Accountability in Organizational Leadership

The significance of personal accountability in leading an organization of multiple people cannot be overstated. By assuming responsibility for his or her actions, administrators encourage a culture of responsibility within the organization. It fosters trust, encourages transparency, and promotes a sense of ownership among all team members. But how does that happen? There is a ‘ripple effect’. Administrators who exemplify personal accountability of themselves are role models for subordinates who may have less scope or authority within the team. Others are therefore inspired to take responsibility for their actions and hold themselves liable for the outcome. The efforts of several will contribute to achieving the organizational goals and, when it is done correctly, this trend will exponentially enhance the overall performance. In short, by prioritizing their own responsibility, leaders set the stage for success and create a work environment that thrives on the integrity of each individual.

Definition of Personal Accountability

Accountability means understanding that you’re responsible for your performance and the impact you have with your team. It means owning successes and failures and striving for constant improvement. Personal accountability is a must-have for any successful organization. It’s when individuals take responsibility and professionally own decision making and the execution of tasks. Accountability is not easy – or else everyone would do it. It comes with extra effort from yourself, and it also includes taking risks. At the end of the day, a leader must be answerable for the consequences of choices and behavior of everyone – regardless of the outcome. Controllers must admit mistakes and remain dynamic to learning. If the learning is controlled and lessons can be acted upon, this fosters an environment where people feel comfortable taking risks and pushing boundaries themselves.

Communication and Trust: Two Pillars Essential for Success

The leader must set overarching strategies, while delivering crystal-clear expectations as to the role of the employee in how it is to be achieved. Effective communication ‘from the top’ is required as a leader sets the tone for the collaborative organization to prosper. These include mission statements, value propositions, and the core beliefs of your organization. But how can one believe in something if they do not have trust? This is why it should come as no surprise that many non-for-profit studies have proven: trust is the building block of collaboration. So trust is equally as important as what is communicated. And trust begins with the personal accountability of the leader. Since trust in any relationship must be earned over time, it means that the leader must consistently practice personal accountability every day.

The Impact of Personal Accountability on Organizational Culture

Personal accountability significantly affects the culture of an organization. When people accept responsibility for their actions, it creates a positive and productive work atmosphere. It also builds trust and openness between colleagues, as everyone knows who will support them when they are in need of assistance.

This kind of responsibility brings a strong work ethic to staff, which motivates them to meet deadlines and deliver results. Plus, it lessens the need for micromanagement as employees are self-motivated and wil be willing to go the extra mile for organizational success.

The compounding ‘ripple effect’ is the chain reaction when people hold themselves accountable, because it encourages open and honest dialogue amongst the masses. This kind of collaborative culture is what equates to better problem-solving, idea-sharing, and growth amongst others. Conflicts get solved quickly, and creativity will flourish.

How Does Personal Accountability Achieve Organizational Goals?

Drive Performance and Results

‘Performance with positive results’ is the mechanism to achieve organizational goals. Motivating individuals to exceed expectations and deliver excellent outcomes is critical. Fostering a culture of private liability makes employees more invested in work. It leads to improved performance and tangible results. When individuals take ownership and hold themselves accountable, they are more inclined to go that extra mile that is often needed for competitive differentiation.

The sense of ownership drives individuals to set high standards. It encourages taking initiative, making informed decisions, and following through on commitments. When employees feel a sense of ownership, they take pride in their work and strive towards organizational goals.

Foster Trust and Teamwork

Creating an environment where individuals feel valued and respected builds trust and fosters teamwork. Active listening, empathy-building activities, and clear communication channels can help cultivate solid, cohesive teams. Recognizing individual contributions can further strengthen faith and encourage better performance.

Promote a Culture of Learning and Growth

Organizations should reward staff by more than just pay increases. Employees feel more invested when they are provided opportunities to attend workshops, seminars, and training programs to boost individual skills and knowledge. Networks in the company allow knowledge to be shared and learned together. One example of this may include resource groups and mentoring programs to create a learning culture. Experienced staff can guide and support newer colleagues and help them develop. Recognizing and rewarding those who strive for self-improvement is a great way to motivate others to do the same.

Characteristics of a Leader with Personal Accountability

A leader who possesses personal accountability is one who does so consistently. He or she listens and responds to ideas of their colleagues, while bringing specificity to any conversation. This individual is an ambassador of the core beliefs of the organization.

In addition to those aforementioned, there are additional traits that I have observed which are characteristic of the most accountable leaders. The following qualities promote trust in the leader, which creates a positive work environment and drives organizational success. By embodying these characteristics, you will create what I like to refer to as a ‘culture of liability’ within your organization. You may be surprised, but these attributes will inspire others to do the same.

• Take responsibility for your actions: Effective controllers take ownership of decisions and actions, recognizing the impact on the team and organization.
• Actively seek feedback: A leader with personal accountability knows that no one is perfect. By actively seeking input from others, the leader embraces constructive criticism to grow and improve. As the seventeenth century author John Donne once wrote, ‘No man is an island, no man lives alone.’
• Be self-aware and own mistakes: An accountable person acknowledges and learns from errors without blaming others or making excuses for their faults and failures. Recognizing limitations and asking for support will be required. 
• Be transparent: Leaders who prioritize their own personal accountability are open and honest in their communication. This includes when sharing messages of success, and also when sharing forecasts of the difficult headwinds which may slow progress of the team.
• Be present: An effective controller of others needs to firstly be able to control themselves. When a leader is stressed during challenging times, this is when that well-earned trust is going to be tested. The most effective leaders need to possess laser-focus on the current situation, while not looking back at the past facets which led to the here and now. This requires complete composure of the accountable leader.

3 Strategies to Develop Personal Accountability in Leadership

Practical approaches for cultivating personal accountability in your leadership:

1. Set Clear Expectations for Yourself: Establishing transparent and well-defined goals will make your own guidebook towards your private liability. These goals must anticipate the impact of your actions on others in your organization.
2. Provide Support and Feedback: Offering guidance to others will empower the leader to further improve themselves (i.e. sphere of influence). By providing resources and mentorship, organizations can help other leaders grow and take responsibility for their own actions.
3. Encourage Self-Reflection: Administrators can take ownership of actions and decisions by practicing self-assessments and constantly improving.

How to Set Clear Expectations for Others

Given the 3 practical approaches provided earlier which will develop a person’s own accountability, I want to elaborate further as to how one goes beyond the individual benefits of clear expectations. After the leader is well practiced in establishing their own personal goals and executing their plans, they will be seasoned to effectively set the expectations of everyone else.

As I stated earlier, crystal-clear communication of expectations will not only create a productive work environment but also makes sure everyone is on the same page and swimming in the same direction for the greater good of all. This is how you can do it.

• Outline the roles and responsibilities of each team member. Assign tasks based on individual strengths and experience for better efficiency and less confusion.
• Define specific deadlines for each task or project. It allows individuals to arrange work and stay motivated to complete it on time.
• Communicate targets and goals to each team member. This sets up a framework for success and provides direction.
• Boost open communication to address doubts or concerns along the way. Everyone should feel comfortable seeking clarification.
• Finally, review progress and give constructive feedback. It helps track performance against expectations and supports people to improve.