Embracing a culture of equivalence fosters true accountability. Goals are set collaboratively as a team, with the leader serving the needs of the team to support goals they've committed to. Top-down approaches often fail to create genuine accountability; only self-accountability works. Achieving this requires a collaborative business approach, centered on empathy and radicalpurpose.org principles. By empowering team members to set and own their goals, leaders can cultivate a culture of responsibility and mutual support, driving the organization forward together. Check out radicalpurpose.org to learn more.

Organiza reuniones de seguimiento regulares para revisar el progreso del proyecto, discutir problemas y ajustar los planes según sea necesario. Estas reuniones también brindan una oportunidad para que los miembros del equipo soliciten ayuda y compartan sus inquietudes. Asegúrate de que cada miembro del equipo entienda sus responsabilidades específicas y cómo sus tareas contribuyen al proyecto general. Esto incluye definir claramente quién es responsable de qué y los plazos para cada tarea.

Throughout my career, clear communication is the key to effective operations. Too often leaders, including myself, making the mistakes of lacking clarity or not being clear with our communication and expectations. Honestly, you put your people in a really hard position to succeed. And most likely create unnecessary division and resentment towards you and the rest of the leadership team. Part of clear communication is being good at setting clear directions and expectations for each person in the project. This was and is a big deal in the culture of our organization.

As equipes elas não seguem o que o líder fala e sim seguem os seus exemplos portanto para termos uma liderança responsável ela tem que ter uma comunicações clara e transparente com os seus colaboradores transmitindo a todos os principais objetivos ,com disciplina ,produtividade e sentimento de que também é dono da empresa ,os resultados mostram a a eles e que cobrar disciplina produtividade e sentimento de que tb é dono da empresa melhora muito o sentimento de responsabilidade e abre uma enorme janela para o futuro. Exemplos reais reais mostram que tudo é possível com muito trabalho ,dedicação e inteligência emocional.

Some great prompts for these conversations include: - What support from me do you need to be successful - How can the team support you to help achieve this goal - What are the challenges you think you will face - and how can we overcome them together? - What does success look like when you have reached this goal - Upon completion of the goal how can we showcase the success to other members of the team?

Facilitate your team's success by ensuring they have the resources and support they need. Offer comprehensive training, provide access to essential tools, and cultivate a productive work environment. When team members feel supported and empowered, they can take initiative and overcome obstacles that might hinder their progress. Fostering accountability goes beyond enforcing rules; it involves creating conditions where your team can thrive and achieve their goals collaboratively.

1. Define the overall intent or vision for what is going on and what is to be achieved. 2. Give each team member / leader a defined outcome you want achieved and purpose for doing so. 3. Allocate appropriate resources to achieve the outcome and a route of recourse for them if they feel they need something different. 4. Assign boundaries (time, space, resources) 5. Provide an active feedback loop and define how you want them to feedback and when. Work to do this actively yourself

Equipping your team to succeed is one of the most important elements of unity in your culture. A team that feels properly resourced and supported is more likely to hit targets, deadlines and goals. A team that is properly resourced is also more likely to respond well to feedback and accountability. When I stop and evaluate the performance of our leadership team, most often it hinges on support, resources and accountability. This is a critical element to multiplication and growth of your leaders.

Regularly monitor progress through weekly stand-up check-ins aligned with OKRs (Objectives and Key Results). These collaborative meetings help keep your team on track and identify potential roadblocks early. Use this time to discuss progress, offer guidance, and adjust deadlines if necessary. Monitoring progress is not about micromanaging but ensuring your team has everything they need to meet their commitments. It reinforces that deadlines are taken seriously and that you support your team in achieving their goals collaboratively.

Feedback and recognition are key functions for a leader. Without this habit you have missed a main element of leading and building other leaders. You may know about the I/me and us/we frameworks. I see often leaders who struggle with recognition and praise usually have an organization that is dominated by them and the praise is reserved for the hero. Lay down your own rights and build up your team. This allowed me to be team focused not client centered. As such, our team served our clients better.

Encourage a culture of peer-to-peer recognition when deadlines are met. Allow team members to acknowledge each other's hard work and dedication. This fosters a supportive environment where positive reinforcement comes from all directions, boosting motivation and reinforcing accountability. Celebrate successes collectively and ensure individual contributions are highlighted by peers. This approach not only boosts morale but also promotes a consistent pattern of responsible behavior, as team members feel valued and recognized by their colleagues.

Empodera a los miembros del equipo para que tomen la responsabilidad de sus tareas y decisiones. Esto incluye darles la autonomía necesaria para completar sus trabajos y confiar en sus capacidades. Fomenta un sentido de responsabilidad colectiva donde todos los miembros del equipo se sientan responsables del éxito del proyecto. Esto puede incluir actividades de team building y la creación de un entorno colaborativo.

When deadlines are missed, foster open discussions with a focus on peer support. Encourage team members to collaboratively identify what went wrong and why, without assigning blame. Use these moments as opportunities to learn and improve processes collectively. By addressing challenges constructively and supporting each other, the team can prevent similar issues in the future. This approach maintains a culture of accountability and reinforces that overcoming obstacles is a shared responsibility.

Rally hard to gain the respect of your team if you do not uphold the standards and expectations of the leadership team. This is an integrity issue above all things. Of course, you need to be clear about the differences in role. But you certainly should not expect results from teammates that you yourself are not maintaining. We all do different work. This issue isn’t the type of work. It’s the standards of commitment, deadlines and expectations of how we treat colleagues.

People don't follow what you say, rather what you do. Therefore, if you want greatness in your organisation, model it, and you’ll see it materialised when your employees or followers follow your lead.

A leader serves as a role model for accountability by demonstrating reliability, transparency, and integrity. Own your responsibilities and follow through on commitments. Openly admit mistakes, taking corrective action when needed. Value feedback, actively seek it, and make improvements based on it. Hold yourself to the same (if not higher!) standards you set for your team, building trust and setting a clear example. Display dedication by consistently delivering quality work and fostering respect by treating everyone fairly. Encourage open communication and continuous learning. Your actions create a ripple effect, inspiring your team to adopt these principles and driving the entire team toward excellence.

Public calendars are a great way of showing deadlines amongst your team - don’t expect others to by in immediately but you being vulnerable enough to show realistic deadlines for turning work around can be a good starting point to modelling the correct approach. Be aware that some mentally sensitive individuals are not motivated by hard and fast deadlines so compassion and support may be necessary with this individuals.

Accountability is a tough part of building culture here are some top tips I have used personally: - Show vulnerability - be honest and vocal about your mistakes, apologise and set a clear road map to how to turn it around - Lead by example - You only need 30-40% of your team in the early days to start a culture change - celebrate the individuals that do the small things often - Share responsibility for holding members of the team to account, many hands make light work! - Positivity backed up with real world success, avoid hollow praise - walk, talk and breathe the standard you expect - Remember hard deadlines will motivate some but terrify others - be flexible in your approach