Up and to the Right

Hear that sound? It’s the ball that you dropped.

This issue’s topic? How to hold others accountable even as a human centered leader.

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Accountability & Human Centered Leadership

Accountability is critical for effective leadership. Think about it…leading without accountability is a free for all with little regard for efficacy and no consequences. Might work for a fraternity but likely would prove disastrous for a professional team.

So how do you, as a human centered leader, hold others accountable? Let’s get into it:

First, set clear expectations. That's right the first thing you must do to hold others accountable is focus on yourself. In fact if you find that others are not succeeding grab a mirror before you do anything else and look hard into it! If the person is unclear on what is expected, they will almost invariably disappoint. Spend lots of time getting this part right and you will save a lot of pain later.

Second, communicate effectively and often. When we are depending on someone to deliver something it is important that, as leaders, we make sure to check-in and offer our support. Don't mistake this for micromanagement. If done well, this helps your team member as much as it helps you. You stay informed and they get the support and guidance they need to meet (or exceed your expectations!)

Third, block and tackle but also recognize your role. When something is going poorly or something unexpected threatens to derail progress, it is your role to defend the quarter back (gees, I should not be making football references 🏈 - someone stop me). It is not your role however, to call the plays on the field - you are a coach not a player and if your player isn't getting the job done you have to let them know.

Fourth, don’t wait until it’s the last quarter. Still with the sports analogies (anyone who knows me knows I have no right 👀) but there is nothing worse than waiting until there is nothing that can be done to course correct for you to offer your feedback or express your concern. As a leader, practicing fair accountability is about providing opportunities for people to get it right whenever possible.

Fifth, directness and kindness are not mutually exclusive. Don't give in to the belief that because you are a human-centered leader - one who believes that leaders should recognize their humanity and the humanity in others - you can't be direct. In fact, you MUST be direct. The kindness thing you can do is make your expectations, evaluations, and inclinations clear so don't couch this in soft or indirect language. Respecting the other person means giving them the honest truth even if it's not positive.

The (unexpected) benefits of accountability.

Here’s something to keep in mind. While holding others accountable for poor performance can be uncomfortable at times, (most) people generally want to improve. When a leader holds someone accountable, it can send a message that they believe the person is capable of more.

Additionally, when a leader is fair and consistent with their expectations the team typically develops a respect for them and for each other. You’ve heard a rising tide raises all boats? Well, high expectations (as long as they are fair and consistently applied), can increase the performance of the entire team.

Bottom line? Accountability is an incredibly important element of human centered leadership. Leaders owe their teams the ability to hold others accountable and most will embrace the results if fair and consistent.

Read more about accountability...

Adding a new section to the email this issue, a featured expert is someone I think has interesting takes on leadership. You might want to check them out, give them a follow, and keep on learning!

Well that's it folks! I am so excited to share more with you in the week's ahead. Next issue contains an interview from a leader with a phenomenal set of experiences and some brilliant wisdom to share so don't miss out! In the meantime - remember sharing is caring - so share this with a friend (or ten!).

Lead on,