Kind Leaders know that "holding people accountable" is a leadership function. And that taking the time and effort to ensure people can (and do) do what "they are supposed to", even when it's uncomfortable, is kind!
Over the past little while, I've gotten many questions about "accountability" and how to hold "other people" accountable kindly.
Reflecting on this topic, I've realized that when people ask this question, most often, what they really are wishing is that other people will change without them having to put time or effort into helping them change. They don't want to be the one to "hold people accountable" at all.
What Kind Leaders know is that most people actually want to "do what they are supposed to do" and make a positive contribution on a day-to-day basis. Most often, when they can't, it's because something in the "system" is preventing them from doing so. Maybe...
They don't have clear job expectations and don't know what is expected.
They didn't receive training and don't know how to do the job properly.
They aren't confident in some part of the task and need coaching.
They don't have the equipment or supplies they need to do the job.
And maybe they have raised their hand and asked for help to remove these barriers to allow them to "do what they are supposed to do" and their requests have fallen on deaf ears. Whatever the reason, unless leaders make changes to the "system" that team members work under, people won't be able to do what they are "supposed to do".
What about the small percentage of people that don't want to do what they are "supposed to do"?
Kind Leaders also know that allowing people to not do the tasks that are part of their job description in a way that produces a quality outcome in accordance with the organization's values requires a change in leadership behavior. Because leaders are accountable for making sure that they communicate clearly and in a timely manner about gaps to an employee's performance. Not just at the time for annual performance appraisals, but whenever there is a gap.
If an employee comes to work late, and out of uniform, it's the leader's responsibility, at that time, to take the time to point out the gap and "hold the person accountable" by applying the rules around that behavior in the company's handbook. However, because this can be uncomfortable for both the leader and the team member, and it takes time, many leaders shirk their responsibility for holding people accountable and just "wish" that others would change and hope that the problem goes away.
It won't. And as I always say, "Hope isn't a strategy".
Just wishing a problem away and not taking the time to meet with team members who aren't doing what "they are supposed to be doing" isn't kind. If people don't know that there is a gap, they don't have an opportunity to change their behavior if they can. And they don't have an opportunity to share the barriers that they are facing if they can't...so leaders can change the system to remove them.
As a leader, here's your challenge. Next time you find yourself in a situation in which you are thinking to yourself "How do I hold people accountable?" please make sure that you aren't just really wishing that people would simply change without any time and effort on your part.
Then think about what behavior YOU need to change so that you can help remove barriers that are preventing the people you lead from doing what they are "supposed to be doing", so that they can learn and improve....or move out of your organization if they choose not to.
Kind Leaders know that holding people accountable isn't about what others do...it's about what you do!
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