The Three Obstacles Disrupting the Self-Accountability of Your Team
Three hidden hurdles to fostering self-accountability in your team
Ever wondered why your team fails to grasp the concept of self-accountability? You’re not alone.
Many leaders grapple with this question, watching helplessly as their teams struggle with ownership and accountability.
But here’s the hard truth — it might not be entirely their fault.
The missing link could be right under your nose.
It’s time to take a hard look at the very structures, attitudes, and cultures within your organization that could be hindering the emergence of a high-performance, self-accountable team.
Let’s discuss these three impediments — processes, you, and trust.
1. Faulty Processes — Nurturing Dependence, Not Independence
We are all products of our upbringing.
From as early as four or five years old until the end of college, we’re spoon-fed, led by the hand, and told what to do and when to do it.
Parents, teachers, professors — they’ve all played their roles in holding us accountable.
It’s not a system of self-accountability; it’s external enforcement.
And guess what? The professional world doesn’t offer much respite either.
Most work environments don’t cultivate self-thought or initiative; instead, they rely on managers who breathe down employees’ necks, checking in constantly to ensure that work is being done.
Sounds familiar?
If you nodded in agreement, it’s high time to break the cycle.
Here’s the deal: your team needs well-defined processes that empower them, giving them back their cognitive liberty.
By instilling effective processes, you can foster a culture of independence, creativity, and self-accountability.
2. The Hard Pill to Swallow — It Could Be You
Yes, you read that right. At times, we must look inward before we cast our gaze outwards.
Is it possible that you might be the very bottleneck preventing the development of a self-accountable team?
After all, I’ve been there, stuck in a rut, wondering why my team wasn’t holding themselves accountable.
The harsh realization was that I was to blame.
If your actions, knowingly or unknowingly, have cultivated an environment where team members feel no need to be self-accountable because they have you doing it for them, it’s time for a change.
It’s time to stop trying to “hold them accountable.” Give them the space and guidance to learn how to hold themselves accountable.
Remember,
Leaders don’t create followers, they create more leaders.
3. The Vital Component — Trust
Trust is a critical element, perhaps the most vital one, in cultivating high-performance, self-accountable teams.
Every time a team member makes a commitment, a chasm is formed — a space between commitment and its fulfillment.
How do you choose to fill this space? With trust, believing that your team will honor their commitments? Or with suspicion, doubting their ability to deliver?
These choices define the relationship between you and your team, shaping the culture within your organization.
Your team must understand this dynamic. They need to know it’s their responsibility to build trust by meeting their commitments.
Conversely, they need to understand that failing to do so breeds suspicion, ultimately eroding team cohesion and performance.
Ready to Shift Gears?
Are you tired of the constant micromanagement, double-checking, begging, pushing, and prodding?
Ready to relinquish the role of team babysitter?
Craving the freedom to spend your time in your genius zone, secure in the knowledge that you have a reliable team that can take charge?
It’s possible to have a team that you can trust with any project, a team that holds themselves accountable and goes the extra mile.
Imagine the joy of having a highly motivated team that shows up for work each day, contributing to predictable revenue and profits.
The key to this transformation is simple, yet profound; If you aren’t intentionally building a high-performance, self-accountable culture, you’re inadvertently creating a mediocre one. It’s a choice.
So, which will it be?
Remember, a self-accountable team isn’t just a dream; it can be your reality.
But the first step starts with acknowledging the potential hurdles and then, intentionally and systematically, breaking them down. It’s not always easy, but it’s undoubtedly worth it.
Here’s to creating self-accountable, high-performing teams!
-Wayne
P.S. I’ve crafted a little something that could be the game-changer you need. This tool can help pinpoint where you stand and identify the next steps in resolving the cultural issues you might be facing. Just shoot me a dm on Instagram, and I’ll send it your way.
