Discovering a Practical Definition for Accountability – Beyond Responsibility Assignment

The term “accountability” is commonly used to refer to the assignment of responsibility. However, providing a practical definition of accountability reveals a far more expansive concept that is frequently misunderstood.

Deciphering Common Misconceptions Surrounding Accountability

The discussion usually revolves around “holding someone accountable,” which in layman’s terms means taking steps to ensure individuals recognize their shortcomings in achieving results. This approach is frequently accompanied by guilt and the expectation of rectification—a rather pessimistic viewpoint.

Redefining Accountability: Fostering Encouragement Over Disciplinary Actions

Consider an employee who takes longer than anticipated to complete a task. The traditional approach is based on communicating the expectation that the employee should be more efficient, and if this expectation is not met, the only options available are those that force compliance through increased stress and potential disciplinary actions.

Approach

This approach, while occasionally successful, comes at a high cost. If it is successful, it trains the employee to view disciplinary actions as a motivator to work harder. This practice may also breed resentment and erode an employee’s loyalty to the organization. If unsuccessful, the employee will inevitably leave due to stress or termination, restarting the cycle with a new recruit.

Unlocking Real Accountability: A Fresh Perspective & Practical Definition

The narrative changes if we redefine accountability as fostering a sense of ownership and responsibility for tasks. This entails showing interest in and concern for the employee’s success.

Returning to the example, we set a different expectation if we instead investigate the employee’s actual capabilities, identify areas that require additional training, or demonstrate a more efficient way of accomplishing the task. This approach gives them the opportunity to see the situation from our point of view. They can then own the expectation, resulting in a mutual understanding. We then employ the three keys to accountability, which include setting an expectation, establishing a deadline, and consistently following through. There is no need for shame or even disciplinary action. We guide people by understanding their true potential and identifying the gaps that must be filled in the future.

Example

This example demonstrates how a change in perspective on the same concept can produce drastically different results. It is not meant to be used literally but rather to broaden our understanding of a concept that initially has negative connotations. Consider seeking expert advice if you want to further investigate a practical definition of accountability and pave the way for personal growth!

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