Why Being 100% Accountable Makes For A Happier And More Sustainable Business
To transform a vision into reality, you need to have the confidence that declared commitments are being completed. To gain this confidence, a standard of trust culture based on accountability is foundational. Building a standard of trust culture is also challenging.
Today, accountability has become one of the biggest issues facing business leaders. But without it, moving toward success will be formidable.
Greg Bustin, author of Accountability: The Key to Driving a High-Performance Culture, states:
Lack of accountability is the single greatest obstacle facing even the most experienced leaders. It saps morale, drains profits, and disenfranchises employees — and it can shift your team into crisis mode on a daily basis.
The prime cause for a lack of accountability is that people connect it to blame. As a result. many try to steer clear of it. Accountability should be viewed as an excellent word. It is all about commitment to assist you to attain your goals while performing your best to avert something from going wrong. The route to accountability starts with intelligible clarity:
- You need to begin by bringing clarity to the circumstances. Create clear goals and expectations and convey this to your team
- Designate who is accountable for what and how results will be measured
- Describe what results will look like if you are successful and what the disadvantages of failing looks like so that everyone understands what could happen
- Set standards for performance and put into effective action plans
- Designate leaders who will steer performance and measure the results
- Center on a few important goals that are achievable for the organization and the individual
- Set up periodic meetings based on a transparent and open dialog to gauge performance and outcomes.
- Initiate a relationship capital rewards system (mix of intrinsic and extrinsic rewards) that commends individuals both publicly and privately
Most of all, accountability begins with the senior leaders. CEOs and management must walk the talk if of accountability if they envision others in the firm to act in kind.
Conclusion
Standard of Trust, A Relationship Capital Corporation has a workplace culture based on accountability and relationship capital recognition. On any given moment, I have full confidence that I’m collaborating with a team that is fulfilling commitments and vice versa. We know that if something looks like it may go wrong or does go wrong, we can have an open conversation to resolve difficulties. It’s challenging to create a high trust culture of based on accountability but the relationship capital rewards are significant for your people and teams. Peer feedback and recognition is a powerful force for happier workers and a sustainable business.
