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It’s true- you have influence.  People notice your actions and your words.

If you are a leader – at work, at home, in the community – in any capacity, people do pay attention to what you do and what you say.  Every interaction or observation can leave a lasting impression.

It’s up to you to decide if the impression left will be positive or negative.

I was reminded of the impact individuals have on those around them several times recently on both a personal and professional level.  It can be frightening and humbling.

Frightening when you realize that you don’t always live up to your own expectations much less the example you want to be for others.

Humbling to realize that no matter your circumstances, you have an impact.

It can also be energizing. As a leader in your company and your neighborhood, you have the potential to quietly make a tremendous impact – often without saying a word.

Are you living up to your stated values and beliefs?  Does every interaction make a deposit or withdrawal from someone’s emotional bank account?  Are you living life as a servant leader putting others first?  Does your presence inspire your team?

If you can answer “yes” to all the questions above, you are a leader no matter what your role.  You have influence.

It is not unusual for business owners to tell me they want more accountability in their organizations.  My first question for them is usually something like “what’s keeping you from holding people accountable?”

 

I know it is easier said than done.  Driving accountability can be more difficult for some people than others.  People are afraid that holding the line on performance and values may be uncomfortable or even make them unlikable.

 

Actually, I think the opposite is true.  A culture where expected results and behaviors are known and followed is freeing.  It removes ambiguity and doubt.  It makes conversations easier.

 

If your company struggles with accountability, ask yourself these questions:

  • Do I tend to avoid difficult conversations about performance and behaviors?
  • Have I set clear goals for the company?
  • Does each team or individual have specific KPIs?
  • Do the metrics we track move us toward our goals?
  • Is there dissonance between our words and our actions?

 

Once you’ve addressed any of the challenges above, you still have work to do.  Driving accountability is part of building culture.  It is not a “one and done” activity.  It takes commitment, dedication, and follow-through from leaders to make accountability a part of a company’s DNA.