A 6-part series focusing on impactful practices for developmental coaching conversations.
Holding people capable (accountable) is an important part of building trust, maintaining standards of excellence, and achieving goals in any organization or personal relationship.
Here are some tips for holding people accountable:
- Be clear and specific: Be clear about what you expect from people and what consequences they will face if they don't meet those expectations. Be specific about what needs to be done, when it needs to be done, and how it needs to be done. Collaboration is important here – engage your employees in decisions that impact them directly. When people have the opportunity to weigh in – there’s more buy-in.
- Set realistic goals: Make sure that the goals you set are achievable and that the people you are holding accountable have the resources and support they need to meet those goals. Ensure they are set up for success.
- Communicate regularly: Keep an open line of communication with the people you are holding accountable. Check in regularly to see how they are progressing and offer guidance and support if needed.
- Provide helpful observations and insightful feedback: Give healthy feedback based on observations or facts on actions and behaviors, both positive and negative. Feedback should be supportive and helpful and not one of shame or judgement. Acknowledge successes and discuss specific actions they took that were helpful.
- Hold yourself accountable first and foremost: Lead by example and hold yourself accountable for your own actions, behaviors, and responsibilities. This will create a culture of accountability that others will follow.
- Use consequences carefully: Use consequences as a last resort, and make sure they are proportionate to the offense. Focus on finding solutions and helping people improve rather than punishing them.
- Recognize progress: Celebrate progress and achievements along the way. This will help motivate people to continue to meet expectations and exceed goals.
Remember, holding people accountable is about empowering them to be their best selves and achieve their full potential, not about punishing them or making them feel bad. With the right approach, you can create a culture of accountability that fosters trust, respect, and excellence.
Next Up: Powerful Coaching Practice #6: What About Those Tough Conversations?
Read Part 1 here.
Read Part 2 here.
Read Part 3 here.
Read Part 4 here.
Learn more how IMEC can help your leaders become impactful coaches here.
