How do the answers to these questions accomplish goals? I don’t think they do. In my experience, questions that focus on accountability lead to discussions about blame, which often divide work groups into gossip camps and passive aggressive reactions. That wastes a lot of time.
A different approach is to focus on self-responsibility. Instead of the above questions, an employee with self-responsibility might say, “How can I help?” “I like / don’t like that idea because ______ and here’s what I suggest _____.” “How did our process (not a person) cause that problem?”
In the lists below, mark the statements that describe your current workplace.
When I'm focused on Accountability:
- I blame others for my unhappiness
- I take credit for what works
- I blame others for what doesn't work
- Rather than ask for help when I need it, I complain that other people aren’t doing what they should and that’s why I can’t do my job
- I assume that people are motivated by potential rewards or punishments
- I experience some pride from my accomplishments, but that disappears if others do not appreciate my efforts or accomplishments
- When I’m off track, I might notice, but I’ll usually wait for someone else to correct me
- I blame others for the morale in my work group
- I talk about others, but not to them; I expect someone else to be my voice
- Problems are addressed with discussion of how behavior violated policies and procedures
- My power is in someone else’s hands
- I take responsibility for my own happiness
- I share credit for what works
- I share responsibility for what doesn't work
- I seek out resources and I ask for help when I need it
- I take responsibility for getting my job done
- I assume people are motivated by integrity and inspiration
- I experience pride from my accomplishments, even if no one else notices them
- When I’m off track, I notice and I correct myself
- I recognize how I affect the morale in my work group
- I speak for myself; when I am not happy with someone’s behavior, I speak to them about it
- Problems are addressed with open dialogue about how behavior impacted people
- My power is in my hands
Accountability and Self-Responsibility are neither good nor bad. They generate different attitudes and outcomes, which either lead to what you want or what you don’t want. It’s that simple.
Decide today if your organization really needs more accountability. If you’d rather generate self-responsibility, you can; if you take the time to model it yourself and slowly shift the thinking in your teams. For more information, visit my web site: www.opennessworks.com and check out my book Openness Works! Create personal, professional and financial growth in any organization.
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