As I continue our series on dysfunctional teams, we approach the fascinating topic of team accountability and how many people avoid being accountable for the team’s actions as a whole. So disappointing when the A word can deliver exceptional results for everyone concerned.
First, let’s get clear on what we are referring to in this context of accountability.
As individual team members, we are all accountable for delivering our part of the job function, objectives, project, or process.
For instance, here at Zestfor, as MD, my role is to develop our company’s strategy and direction and design various leadership and management programmes according to our clients’ needs.
Team accountability, the topic of today’s post, is about how team members ensure accountability, so team goals are achieved by ‘calling out’ their members who aren’t delivering according to the overall plan.
The lack of a clear plan of action often means that fear of conflict raises its head again, with team members being reluctant to call each other out to be accountable for unproductive behaviours.
It is surprising how the various aspects of a dysfunctional team build on one another. Last time, we discussed commitment, and because of a lack of commitment and buy-in, team members start to avoid accountability.
Yet a team that is not accountable:
- Becomes mediocre
- Fosters resentment through the team with members who have different standards
- Deadlines, milestones, and results don’t happen as they could
Conversely, a team that holds one another accountable:
- Internally manages mediocre performance by discussing each other’s approach fast
- Creates respect across the team who are all held to high standards
- Avoids excessive performance management issues occurring that distract and overburden managers
- Deliver results together as action plans are delivered
With so many positives associated with this level of accountability, why aren’t all teams accountable? Let me explain.
Team Accountability Works – Yet It Can Be Uncomfortable
Though this might be offensive to leaders and managers reading this post, peer pressure is a recognised way to maintain high standards for team performance.
Let’s be honest – there is nothing like the fear of letting down team members to motivate you to perform well.
The issue in creating team accountability is the reluctance of some team members to challenge each other. The uncomfortableness that happens when calling out another team member on their behaviour and performance often creates avoidance.
However, great teams overcome these natural patterns of avoidance and instead opt for being straight with each other about what is or is not happening and what the team needs.
So how can you support your teams to break through and challenge each other? Here are a couple of ideas to consider.
Ideas To Support The Accountability Process
The first idea is based on clarity around standards, goals, behaviours, and expectations. This works when this is declared and agreed upon together as a team. Delivering expectations in an open forum avoids ambiguity which is a classic precursor to lack of accountability. Make sure every team member walks away from the meeting understanding:
- What specific goals does the team need to achieve?
- Which team member is delivering each part of the process and when?
- What are the team’s standards and behaviours expected by all?
Once the team understands the importance of these three areas, something else to deploy that works incredibly well is peer reviews as regular progress assessments.
Systems and structure work wonders in situations like this. Let’s be honest – who has not checked off their to-do list the week before a team meeting. Peer pressure supports people in acting when they might not otherwise be disposed to.
This is true when it comes to feedback on performance and certain behaviours. Ideally, work with the team to set up a system to include verbal and written feedback against – and this is critical – the team-agreed standards, objectives, and goals.
Two simple strategies which are incredibly effective.
If you want help and advice around developing an accountable team, do get in touch as we have developed several programmes that can help. From insights discovery team development, strengths finder to liberating leadership. Please send me an email here or call us on 0845 548 0833.
Until next time,
Julia Carter
How Can We Help Your Team Performance?
Our range of leadership and team development programmes focuses on supporting you to change your dysfunctional team.
Managers and their teams will improve vital communication, collaboration and influencing skills over six months – developing all participants into high performing virtual team members. Click here for a full programme description or call one of our team on 0845 548 0833.
About Zestfor
Zestfor specialises in developing leadership Training programmes and resources scientifically tailored for technical markets – including Pharmaceutical, IT, and Life Sciences.
Our blend of in-classroom, online, and virtual live-stream delivery methods will engage and assure even the most introverted team members from the first meeting – whether face-to-face or virtually. So, to have a brief chat, call us on 0845 548 0833.
