Is Your Boss An Example Of Accountability?

Recent studies have shown that over 50% of people who leave their jobs, leave because of poor relations with managers. One in four workers describe their workplace as a “dictatorship.” Only half of all workers claim their bosses treat them well. Seven out of ten workers are either actively or passively disengaged at work. Needless to say, when leaders and managers fail to practice what they preach, walk the talk, or take accountability for modeling the behavior they expect from others, they risk creating a work culture of contradiction, cynicism, and disengagement.

Leaders and managers who exemplify taking accountability for achieving results are more likely to inspire and encourage their people to take greater accountability for achieving results. When it comes to taking accountability for results, example is everything, and leaders would do well to remember the sage advice of Albert Schweitzer: “Example is not the main thing in influencing others, it is the only thing.” So what can you do if your boss is not setting a good example of taking accountability for results?

Share some Focused Feedback: “Can I share some feedback with you that I think will help us get better results?” Share both appreciative and constructive feedback. Don’t be one-sided. Present a well-rounded, reasonable point of view. Frame your feedback in terms of impact on results. Most people don’t appreciate it when you beat around the bush, and they rarely like it when you talk behind their backs. Be candid, clear, courageous, and caring. Let them know that you really care about their effectiveness as a leader and about the results of the team.

To learn more about being a good example of taking accountability for results, we invite you to join the Accountability Community at www.partnersinleadership.com, where you can review actual client case studies.

Focused Feedback, and Accountability Community are registered trademarks of Partners In Leadership, Inc.