This week, we’re kicking off part one of our series on common myths of accountability. These insights are especially helpful for those of us holding ourselves accountable or managing accountability with others.
Myth #1: Being Held Accountable Means You’ve Done Something Wrong
To open our series on the top five myths of accountability, we have to start with the biggest one: the belief that accountability only happens in response to failure.
In our framework, accountability is neutral. This means its best use is to ensure that you remain focused on your most important goals or outcomes, stay on track despite distractions, have a neutral mechanism for observation, and receive accurate, helpful, growth-oriented feedback that drives improvement.
Accountability as a Growth Tool
As an accountability coach and trainer, I know that focusing on accountability only when there are misses or errors is a recipe for disaster. The best way to destigmatize accountability is to make it a consistent practice—not just when things go wrong, but when they’re going well, when you need a stabilizing force in uncertain times, and when it’s time to course-correct if you’re off track.
Consistency is Key: Check-ins and Feedback
Consistent check-ins and feedback are essential to ensure that accountability conversations don’t only happen when problems arise.
For example at home, incorporating accountability via a weekly check-in around:
- Schedules
- Due dates
- Chores
- Phone usage
At work, it could be a weekly check-in around
- Goals or KPIs
- Business development
- Marketing initiatives
- Customer experience
- Operations
Creating a Culture of Accountability
No one wants to create unnecessary meetings, so the focus should be on aligning goals, providing and receiving feedback, and identifying ways to improve.
When you establish a culture of accountability—whether at home or at work—it becomes normal to receive both positive feedback for the good work you’re doing and corrective feedback when something isn’t working. In this way, accountability is seen as neutral, supportive, and a tool that reinforces a growth mindset.
