Imagine a time when seemingly minor decisions impacted many people in an organization. Such situations led to reduced revenues, massive shifts, and staff downsizing.
In these circumstances, it is typical to ask the following two questions: Who was responsible for the task? And who is accountable? The answer is Leaders!
The definition gap between accountability and responsibility is small, which is why these terms are sometimes used interchangeably.
Leaders must take proactive measures to ensure effective cross-functional collaboration, effective task accomplishment, and meeting deadlines. In order to fulfill their responsibilities, they must provide their teams with all the support they need.
This could include improving communication with other groups, recruiting additional support staff, or reprioritizing duties.
The responsibility of leaders is followed by the obligation of accountability that requires answering each question associated with the whole project & workflow.
What is responsibility?
Responding to situations and events in our life and executing or completing given duties is defined as responsibility. Responsibility is usually linked with blame, fault, or guilt.
This is why some people are hesitant to accept responsibility. In reality, mature people make thoughtful choices for themselves with complete awareness.
What is accountability?
Accountability means acknowledging the results of our actions, decisions, and mistakes. It also means being held responsible for those results. Accountability consists of the following:
- Acceptance: choosing to accept or do something proposed.
- Obligation: Accepting the binding authority of a commitment.
- Ownership: Taking ownership of an idea or an issue.
- Answerability: Explaining acts or decisions.
- Choice: Making a selection when faced with two or more options.
- Commitment: being psychologically driven to reach an agreement or accept responsibility.
Accountability vs. Responsibility
Despite the fact that these terms are sometimes used interchangeably, they have several key differences. While accountability refers to being held accountable for the results of work or procedure, responsibility refers to the duty to carry out the task or abide by the rule.
While accountability is acknowledged, responsibility is imposed. Responsibility can be transferred in part, but accountability cannot be delegated.
Responsibility is not always measured as part of an employee’s performance, although accountability is and should be.
Responsibility outlines our duties to both ourselves and other people. Accountability calls for us to be liable for the achievement or failure of our responsibility. In contrast to accountability, which is non-binary and nonlinear, responsibility is binary and linear.
In a nutshell, the key distinction between responsibility and accountability is that the former allows for sharing while the latter does not. Being responsible for something and finally being held accountable for your actions are two different notions of being accountable.
A person is only held accountable for a task’s completion or failure once it has been completed. A task’s responsibility can exist before or after it.
Consequences of Accountability-Deficient Leaders
A successful workplace counts on accountable leadership. Without it, an organization’s current and future goals can be jeopardized. When leaders fail to deliver as promised, the organization may suffer a number of setbacks.
The company may also spend overhead costs because it had to employ someone else to perform the job or use extra resources to finish the project.
Another obvious repercussion is that companies put their client relationships at risk. Customers’ experiences can be greatly affected by leaders who do not take responsibility for the actions and the results that follow.
A lack of accountability lowers the level and quality of client service. It also has an effect on how consumers are treated, which can result in negative reviews, customer dissatisfaction, and splintered client retention.
Employee participation can suffer as well. Instead of taking accountability for their shortcomings, some leaders have learned or adapted to playing the blame game.
When leaders don’t accept accountability for their deeds and how they influence others, their followers will fall into line. Employee performance will certainly decline if their loyalty is harmed by the blame game or an absence of a model leader.
Importance of Building a Culture of Accountability
Accountability pushes all leaders and decision-makers to take ownership of their own outcomes. When a company practices accountability, it offers the following benefits that result in a better future-
- Better and quicker decision-making
- Taking action and prioritizing everyone’s skills and opinions
- Preventing time and effort wasted on conflict
- Increasing employee engagement with boosted efficiency
- Superior client service
- Teams with less micromanagement and more freedom
- Building trust and reducing silos
- Getting superior outcomes
You can create a workplace where accountability is valued by implementing the three Cs—clarity, commitment, and consequences. Your team members should be given clear, explicit goals and objectives. Leaders must also motivate their teams to commit to specific goals.
Discuss various approaches to achieving the set targets if a team member has valid questions or concerns about the intended outcome.
Finally, leaders need to explain what will happen if the intended, preset goal is not achieved. Alternatively, allow team members to devise their own potential repercussions for failing to meet their objectives.
Tips for Leaders To Balance Between Accountability and Responsibility
Although company leaders are ultimately responsible for team goals, each team member can still hold themselves solely accountable for their part in achieving those goals. Here are some tips for balancing responsibility and accountability:
It is up to you to be accountable– Set the example for the actions you wish to see in your organization. You are accountable for the accomplishments and shortcomings of your team.
Build trust – Without trust, there will be a blame culture, with victims suppressing information that they believe could be used against them. To build trust, you must listen to and comprehend people’s concerns, opinions, and problems.
Encourage cultural alignment– Adhere to “how things are done around here” in your actions and speech. It includes upholding the principles, promoting supervision, clarifying expectations, and complying with teamwork protocols, practices, and ethics.
Measure objectively – Set specific metrics by which all team members will be reviewed. Goals and objectives must be founded on facts and data rather than opinions, politics, or power battles.
Give prompt feedback on performance – Create a comfortable environment where people can discuss challenging topics without criticizing anyone and share information on how to improve performance. Always strive to discover solutions to issues and solve problems.
Engage staff members – Take action to motivate staff members. Use town hall gatherings, employee committees, world café conversations, CEO Q&A meetings, and brainstorming sessions.
Provide Support– Support the community by organizing review meetings to find out how people are doing. It provides you the chance to offer assistance when and if necessary or to express gratitude and praise when things are going well.
Don’t hold people accountable – With ongoing assistance, people must hold themselves accountable and face the consequences of their actions. Make it crystal clear that missteps have consequences while not blaming people for making mistakes.
The level of involvement you have with the team, the tasks you assign, and your response when things don’t go according to plan can all make a huge difference.
You will benefit if you can achieve the right balance. In the area of accountability vs. responsibility, it’s important to nail the correct pitch for the team (as well as for oneself).
Although adopting a result-driven culture won’t happen overnight, it’s important if you want to progress as a leader and lead your company to the zenith of success.
Frequently Asked Questions
What does leadership responsibility mean?
Accountability means taking ownership of your choices, decisions, and actions, as well as accepting responsibility for your activities.
What are the benefits of accountability in leadership?
Accountable leadership fosters a more productive work environment. An accountable leader can reduce unproductive, distracting behaviors by making team members feel appreciated, acknowledged, and valued.
What are the three pillars of accountability?
The three key aspects that are most crucial for creating an inclusive culture of accountability- are awareness, honesty, and responsibility.
What are the seven accountability pillars?
The Seven Pillars of Accountability are integrity, unification, learning, measuring, timeliness, repute, and adaptation.
What basic principle underpins accountability?
Accountability means taking the responsibility to explain, clarify, and apologize for one’s actions. Being held responsible for something or obligated to answer to anyone, such as a superior such as a boss, is the concept of accountability.
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“Vision, strategy, and inspiration – these three words describe me the best. I am the founder of “TheLeaderboy” dedicated to leadership and personal development. As a self-taught practitioner, I have been studying the principles of effective leadership for the past decade and my passion lies in sharing my insights with others. My mission is to empower individuals to become better leader