Leading from a distance is a challenge and accountability is key for success.
gettyDuring these times when things are off kilter and out of balance, accountability has shifted as well. Great leaders have always known that managing by results, objectives and outcomes is better than managing based on people’s presence, but the coronavirus makes feedback and accountability more challenging. When people work from home, it can be tough to see output, manage the work and maintain relationships.
In addition, people are in different situations in terms of their performance and their engagement. Some people report they are struggling to engage and get things done effectively. Others say they’re feeling especially motivated and busier than they were pre-pandemic. Many people have more discretion for how and when they get their work done. Meanwhile, leaders are being forced to manage from a distance—often without seeing people in person for weeks or months. For some this isn’t a shift, but for others it’s a sea change in terms of their style—because giving feedback and holding people accountable can be something leaders shy away from. These are critical however, if people and teams are to progress.
How do you manage work when you can’t see people working? It’s all about holding people accountable—and here are new ways to consider accountability:
Accountability Serves Fairness
As humans, we crave to know we’re being treated equitably and fairness is a social motivator. “In the workplace, we want to see that we’re all held accountable,” says Mika Liss, COO of the Neuroscience Leadership Institute. When we are held accountable and when we see others held accountable as well, it satisfies our need to feel like we’re being treated similarly to others. Pay attention to the results people generate and the outcomes they produce. Keep people and teams focused on what getting things done and meeting objectives.
Accountability And Recognition Are Connected
Accountability isn’t just about pointing out when people aren’t reaching expectations, it is also about recognizing when they are. One of my favorite leaders used to say accountability and recognition were two sides of the same coin. To provide recognition, you have to hold people accountable for their positive performance. Be sure you’re giving feedback about what people are doing well, in addition to what they can improve.
Accountability Helps People Succeed
By holding people accountable, leaders can also spur them to consider other roles, if necessary. An employee may not be a great fit for a current role and feedback may motivate them toward seeking a better-fit opportunity. When people aren’t performing well, they usually know it, and it’s typically troubling for them. While it can be hard to hear negative feedback, ultimately, helping someone move on can be empowering for them and better for the team and the organization.
Accountability Reduces Blind Spots
A classic model of human relationships is called the Johari Window and it describes the need for open sharing in relationships. It also describes the challenge of blind spots—when people may not know how their behavior affects others, or lack information about what they need to improve. In the best open and trusting relationships—within teams, between leaders and their reports, or between colleagues—people can discuss difficult information. When you can share tough feedback, it allows people to see their impact, and makes changes if their intent and impact differ.
In today’s climate, we’re not always at our best. Says Liss, “Especially when we’re in a pressure cooker environment like we are now, the propensity—the likelihood—of making mistakes is much higher.” In this kind of situation, it is especially important to give people feedback and hold them accountable, so they can be their best. Compassion is also key. According to Liss, “If we want people to look at our mistakes with grace and kindness, we have to afford the same to others.”
Accountability Ups Everybody’s Game
Team members pay attention to each other’s performance and are keenly aware of who is pulling their weight. When colleagues can give feedback and hold each other accountable, it has a positive effect on the team because people learn what is expected and build relationships by sharing openly. When leaders deal with performance issues, they must typically keep the process under wraps to protect confidentiality, but ultimately as performance improves and as people move on to better-fit roles, the entire team benefits.
Holding people accountable is important for individuals to succeed and for teams and organizations to achieve great performance. We may think of accountability as mostly connected to poor performance, but it is also related to great work that deserves recognition. Accountability fosters fairness and can be a positive catalyst to help people succeed and reduce blind spots. It’s also important for teams, so they maintain membership from people who are the best fit for the responsibilities of the group. It seems like the coronavirus has changed everything, including the way we work—but accountability remains critical—even from a distance.
The Link LonkAugust 31, 2020 at 05:30AM
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How To Manage The Work When You Can’t See People Working: 5 New Takes On Accountability - Forbes
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