Accountability starts at the top. As leaders we set the cultural tone and behaviors that define our organizational standards and practices. Our actions and the example we set are what team members will follow, not our talk. When we as leaders take ownership of outcomes versus excuses or blame, we build trust, attract top talent, increase innovation, and create a motivated environment where average is baseline and greatness is the expectation. When leadership demonstrates responsible behavior, it creates a “ripple effect” of trust and high standards throughout the entire organization. Here are some of my thoughts on great leadership.

• Team members mirror our leadership behavior. If leaders make excuses, team members will too. If we take ownership, the team will follow.
• Consistent accountability from the top builds organizational trust. If you have selective accountability, where rules apply differently depending on seniority or likability, this will quickly destroy morale in your organization.
• Leaders must provide clear goals and objectives. Measuring accountability fails when team members don’t know what they are responsible for and to whom.
• Punishment using a stick versus a carrot is not a way to resolve issues. If you haven’t communicated properly spend time to provide clear ownership, definition, desired outcomes, and encouragement.
• Leaders set the example by owning failures publicly. It creates an environment for team members to feel safe and focus on solutions rather than hiding errors. Everyone is human. It’s making the same mistakes multiple times that becomes an issue.
• I always did a personal test by looking myself in the mirror first and asking: “Did I give my team the tools, resources, and communication they need to succeed?”
• Apply the same performance standards to yourself as you do to your team. In our company’s case every person is expected to complete professional certifications, work on personal development and give time in serving others. “Walk the Talk.”
• Define what success looks like for your organization by having Wildly Important Goals “WIG’s” so team members can take pride and ownership of their work and celebrate success when they are achieved.

Leaders have the primary responsibility to provide the clarity, resources, and systems necessary for our teams to succeed. Many times, accountability problems are usually leadership problems caused by a lack of clear expectations. As a leader don’t be surprised if your team members mirror the behaviors of you as their leader. A leader who owns their mistakes and encourages a team to do the same will have success while a leader who makes excuses fosters a culture of blame and will get the same. We as leaders define the tone of the workplace and are responsible to walk the talk.