Defined

Watch Linda Galindo being interviewed about accountability >

The key agreements you must make to instill accountability in your organization.

Tell the truth
Be responsible and own the result “either way” – whether the result is “good” or “bad”.
Deal with what is. If history is other than what was desired, you can’t change it – whether the action was yours or others

Abstain from guilt and blame. If I know that I live and work in a culture that accepts the truth – that I will be focused on reality - "planet what is," I am more likely to tell the truth and be responsible “either way.” That's being a leader!

Set clear expectations and make clear agreements.

Simple, right? Go do it. If you need some help, send me an email.

How to measure accountability in your organization.

Take the Accountability Assessment. Included in my book “The 85% Solution” is a link to the assessment. You can take it and score it for yourself. It you are willing to look at your own truth, you may find the results illuminating.

If it presents an accurate picture of you, consider having your leadership take the assessment. Our clients have proven It to be an accurate diagnostic and indicator of a group’s ability to implement a plan.

How to stop unaccountable behavior.

First, be accountable yourself.

• Especially if you are a leader. If any of your followers points to you and says “he says this, he does this, so will I” you are cooked. Take the Accountability Assessment and learn your score.

Learn how to hold others accountable.

• Establish a set of accountability principles by which you will live no matter what. Some of the most important ones are noted above. Make clear agreements with your co-workers. When you experience behavior that you do not believe is fully accountable – whether it is your behavior or another’s – shine the light of truth on it. Ask yourself: will our objective be met more effectively if I articulate my observation? If so, say what you need to say to the appropriate person. Remember, no guilt, no blame.

What an accountable organization looks, sounds and feels like.

An accountable organization is an organization that has adapted the Central Organizing Principle of Truth. You don’t see individuals having gossip conversations (what I call “the meeting after the meeting”) to discuss what should happen or what someone else is doing wrong. You hear individuals speaking the truth – even if it is uncomfortable. You observe leaders – and followers – telling and listening to the truth. You have defined success for your organization, as have the individuals within the organization. Everyone agrees on the definition of success (or they probably need to work somewhere else.)

Everyone in your organization tells the truth, hears the truth and focuses on what matters. Your results improve. It cannot NOT happen when you focus on what is truly important.

If it gets hard, but you are truly committed to achieving your desired result, I’m here.

If you want to learn more, read additional articles on my site, on my blog at lindagalindo.wordpress.com, or buy my books on www.amazon.com. Email me to set up a call.