It’s a common misconception that team accountability is about ensuring work gets done.
In reality, it’s about ensuring that your teammates feel like they are part of something bigger than themselves and that they have a tangible impact on their organization.
It’s more about being on the same page to accomplish long-term goals and everyday work.
A huge part of any success is accountability from others as motivated as you.
— GC
These actions will help create an environment where people want to be accountable for each other and what they’re working on together.
So, how can you encourage team accountability in your organization?
There are a few key steps that can help:
Give constructive feedback
Feedback means more communication. Communication and comprehension are the two most crucial parts of accountability.
It’s important to praise the small things as you encourage team members to take accountability. Small wins can have a significant impact on morale and motivation.
Give specific examples of what should be done differently or its effect on the team. Avoid giving global statements like “you need to try harder.”
Take responsibility
Being accountable for your actions is about taking responsibility, so owning up to mistakes will help build trust among teammates.
When you let your teammates know that it’s safe to own their actions, they’ll be more likely to step up and hold their work.
When you can provide constructive feedback, it’s easier to take accountability for your decisions and actions.
Be a mentor
In some cases, you may not be able to influence or control what your teammates do directly.
In those situations, as a team leader, it’s important to offer guidance and support as they grow on their own.
Clearly define roles
People take ownership when they have defined and clear responsibilities. So every person on the team should understand each other’s roles, increasing trust and collaboration between members.
To learn how to build team accountability on the daily, take advantage of my Sales Execution Workshop.
