Following on from last week’s focus on Keeping Teams Accountable, the Wundamail Team have been delving deeper into what it means to lead responsible, proactive teams. We’ve put together the best research we can find, in order to give you a comprehensive, balanced view on the subject.
Click To Read: Four Reasons Why You Can’t Hold People Accountable on Thoughtful Leader
This article highlights the key struggles that many business leaders come across, including points many disregard when it comes to building a culture of accountability. Having clear expectations and reinforcing them with a reward system is paramount, for example.
The article propounds the idea that you need to make sure the message you are trying to disseminate across your workforce is consistent, and aligned with the goals of the organisation you represent. By setting clear expectations and reinforcing them with consistent communication, you’ll be well on your way to creating an accountable workforce.
Click To Read: The Power Of Consistency: Five Rules on inc.com
This article presents the five reasons that support the importance of consistency in the organisation. It also highlights the role of accountability in the context of achievement and success. As a leader, it is important to find a common ground for communications - the same place, at the same time, every day. You can achieve this by having a clear, automatic feedback loop which will act as a catalyst for words to become actions, and ideas to become solutions.
Click To Read: Practices for Productive Teams on Medium.com
This article, written by Thomas P Seager, PhD, identifies the adverse consequences of creating accountability. He highlights the neglectful attitude employees tend to take towards claiming liability for actions that are considered detrimental to the business. This is because it creates an opportunity for colleagues to collect political power, giving rise to an ‘I told you so’ culture. By undermining the abilities of the low achievers, the high achievers are left with their ego tank topped up and their heads held high, creating an undesirable bias within your team.
Here at Wundamail, however, we believe that accountability is imperative- but only when done correctly. By combining daily repetition, transparency and peer-to-peer accountability, you can expect to improve group culture, and boost productivity. In addition, encouraging a culture of peer pressure amongst your teams creates a little healthy competition, whilst giving team members the space to innovate, push projects forward and think for themselves.
This takes us on to looking at the best ways of achieving accountability within your teams.
Click To Read: The Right Way To Hold People Accountable by Harvard Business Review
Our final article describes the five areas that need clarifying when trying to foster accountability across an organisation. Arguably, clear feedback is the section which requires the most attention.
By having clear expectations supported by a consistent message, at a regular time, through a consistent communication channel, feedback becomes inherently straightforward. It is important never to underestimate the value of visible group feedback, particularly in the context of peer-to-peer accountability.
Incorporating feedback into your team’s daily will naturally make for a more inclusive, proactive environment. Wundamail allows leaders to keep tabs on progress, while giving team members are given the space to articulate and execute their own ideas.