I have had the privilege of visiting some 14 countries. One of the clear distinctions of the United States is accountability. While we still have room to make better in this area as a nation, it is non existent in other places of the world. Our economy, culture and society has developed on the vertebrae of accountability. Accountability is not just a principle to be adopted, it is a culture to be cultivated in any organization. Maxwell says, “Accountability is the glue that ties commitment to results.” Here are 3 principles on the power of Accountability.

I. Positive Results of Accountability.

When accountability is sewed into the fabric of an organization it can crate an environment where integrity, transparency, and excellence are not just slogans but realities. When team members know they are accountable for their results, they are more likely to put forth their best efforts. When there is a culture of accountability, decision making actually becomes fluid. Teams know the standard in which they will be held to which begets good decision making. This always makes the organization stronger and more efficient.

II. Negative Results From Lack of Accountability.

Accountability is multi-faceted. There must be clear, concise and concrete work done on the front end. Leaders must lay out and list out proper protocols and expectations. Excessive emphasis on accountability without support or realistic expectations can lead to undue stress and pressure on employees. When accountability is only talked about, but not enforced this creates fertile ground for mistakes to be made, deadlines to be missed and for excellence to be a myth.

III. Principles on Accountability.

A. Clarity: Define roles, key performance indicators and expectations clearly.

B. Consistency: Apply accountability consistently across all departments and across all relationships. Humans can sniff out favoritism and inconsistencies quickly. When leaders don’t treat their closes friends and co-workers the same this cost the leader equity in their leadership.

C. Consequences: Establish clear consequences for meeting or not meeting expectations. These should be fair, consistent, and aligned with organizational values.

D. Balance: Provide a healthy ratio between caring for the employee and holding them accountable. Leaders should at least be aware of immediate family member names. I remember being in a mentorship meeting with a young church planter. His Pastor was holding him accountable and in the same meeting, the Pastor could not even remember his wife’s name. Needless to say that do not go over well. When team members know how much you care they will work and respond differently. In a world where AI is advancing quickly, knowing how to be a loving human marks a big difference.