The ‘As and Os’ Approach: Your Secret Weapon for Boosting Accountability at Work
In leadership, few principles hold as much weight as accountability. It’s the foundation upon which trust, clarity, and empowerment are built. Accountability isn’t just about pointing fingers when something goes wrong; it’s about being responsible for our actions and behaviors, both individually and collectively.
In the words of Thomas Paine, “A body of men, holding themselves accountable to nobody, ought not to be trusted by anybody.” Accountability starts with leaders being accountable to themselves. If leaders can’t be accountable to themselves first, they can’t reasonably expect others to follow suit.
In the journey towards understanding and harnessing the power of accountability, let’s explore its significance, why it develops great leaders, and how it can be used to transform organizations into thriving, Freedom-Centered Organizations with a great practice called “As and Os.”
Accountability is a Bedrock of Organizational Democracy
At its core, accountability serves as the cornerstone of successful democratic leadership and organizational systems and processes. It’s not merely a checkbox on a list; it constitutes one of the 10 Principles of Organizational Democracy and stands as one of the four primary drivers of a democratic leadership framework, (alongside the democratic principles of transparency, choice, and decentralization).
Accountability is also fundamental to the scalability of an organization. Why? Because you simply cannot scale and grow a Freedom-Centered Organization without the backbone of clear accountability residing not just in leaders but within every individual and the team as a whole.
Without accountability, organizational democracy lacks the teeth it needs to be successful, often resulting in anarchy or a free-for-all attitude. This, in turn, leaves employees feeling disempowered, confused, and adrift. It might seem paradoxical, but true freedom can only exist when there’s an individual and collective sense of responsibility — to oneself and to each other.
Without accountability, organizational democracy lacks the teeth it needs to be successful, often resulting in anarchy or a free-for-all attitude. This, in turn, leaves employees feeling disempowered, confused, and adrift. It might seem paradoxical, but true freedom can only exist when there’s an individual and collective sense of responsibility — to oneself and to each other.
Accountability Develops Great Leaders
Freedom-Centered Leaders understand that accountability can be a challenging path, yet the act of being accountable is exactly what can help us develop into truly great leaders.
Accountability demands the courage to confront difficult situations, make tough decisions, and hold oneself and others responsible. The long-term rewards of accountability far outweigh the short-term struggles.
Accountability builds trust. When everyone knows what they are responsible for and to whom they are accountable, trust flourishes. Accountability empowers leaders to set healthy boundaries, establish clear expectations, and create a workplace where individuals feel valued and respected.
“As and Os”: A Pathway to Personal Accountability
How can organizational leaders make it clearer who is accountable to whom and by when, reducing confusion and creating alignment? The answer lies in a simple, yet transformative process called “As and Os,” short for Achievements and Objectives.
One WorldBlu certified Freedom-Centered telecom company, with around 25 employees based in Virginia, came up with this simple, yet highly effective accountability practice. Each Monday, every employee at the company compiles a detailed list of their achievements from the previous week (their “As”) and outlines their objectives for the week ahead (their “Os”).
Then, at the start of the workweek, during the Monday morning all-hands meeting, each employee shares their top three Achievements and Objectives with the entire team. This isn’t about mere reporting; it’s about fostering a culture of accountability.
When everyone knows what their colleagues are working on and what specific outcomes they are responsible for delivering, it brings clarity to murky waters. Leaders can then navigate confidently, equipped with the knowledge that their teams are aligned and accountable. It’s a practice we now do at WorldBlu, too.
When everyone knows what their colleagues are working on and what specific outcomes they are responsible for delivering, it brings clarity to murky waters. Leaders can then navigate confidently, equipped with the knowledge that their teams are aligned and accountable. It’s a practice we now do at WorldBlu, too.
The Courage to Uphold Accountability
Yet, accountability isn’t always easy. At times, it means upsetting people. Freedom-Centered Leaders understand this inherent challenge and face it head-on. They aren’t afraid to hold people accountable, not out of a desire to assign blame, but in a way that liberates everyone to rise to a higher level of performance and self-worth.
In stark contrast, fear-based organizations lack clear accountability. In such environments, confusion reigns, engagement plummets, and resentment festers. Leaders in these organizations rarely take personal accountability because it often exposes them as fraudulent or inept. Employees often feel unhappy and dissatisfied.
The consequences of this lack of personal accountability are dire. Ethical breaches, cover-ups, and scandals become commonplace, creating a toxic culture of fear and blame. Failure to uphold the democratic principle of accountability leads to short-term thinking and reactionary decisions by leaders. This further erodes integrity throughout the organization, hurting not only employees but also shareholders, the company’s reputation, and its bottom line.
In organizations where accountability is absent, nothing worthwhile gets done. Infighting and fiefdoms become the norm, and the fog of self-centeredness descends upon everyone.
Use Accountability to Bring More Freedom to Work
Accountability isn’t just a buzzword in the world of leadership. It’s a fundamental principle that can make or break an organization. By embracing accountability, leaders can create environments where trust thrives, boundaries are respected, and individuals and teams rise to higher levels of performance and self-worth.
The practice of “As and Os” exemplifies how a commitment to accountability can transform an organization. It fosters transparency, ensures that everyone knows their responsibilities, and paves the way for true alignment. Yes, accountability can be challenging, but the rewards are immeasurable.
The practice of “As and Os” exemplifies how a commitment to accountability can transform an organization. It fosters transparency, ensures that everyone knows their responsibilities, and paves the way for true alignment. Yes, accountability can be challenging, but the rewards are immeasurable. So, as a leader, what will you choose? Will you build a culture of accountability, where there is clarity and trust, or will you allow ambiguity and fear to rule the day?
As a leader, the choice is yours, and it’s one that will greatly influence the level of success your organization will achieve and the level of joy and happiness your team will have along the way.
When you lead with the democratic principle of accountability, you lead with courage, clarity, and unwavering integrity — and that produces inspiring results!
