Getting Results Through Accountability

Nancy Stampahar
April 29, 2009 — 1,839 views  
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Do you and your fellow employees know what is necessary to improve performances and yet, do not take the necessary actions to do so? When we believe our self-induced thinking that others are to blame for the experiences we encounter, we are not being responsible. We play the victim role and move backward instead of forward. We may say things like, "I told him or her what I wanted done and he or she just won't listen to me." Or we may say, "I like things nice-n-easy, I don't want to have any conflicts in my life. So, I'm not going to address the situation." Ultimately, all of us are accountable for the favorable or unfavorable actions that need taken to help us achieve our desired outcomes.

Performance Obstacles to Overcome:

The proper education and skill-building training to show what and how to perform differently has not been received.

The requested performances do not have the adequate tools and resources to be effectively completed.

The requested performance is in a function that extremely challenges an individual's weaker abilities instead of enhancing their strengths.

There is not a desire/want to perform the behavior, especially if it is to move out of a comfortably- safe-n-easy zone.

There are overwhelming fears.

There are no rewards when performances do change.

There are no consequences when performances do not change.

While there are some valid reasons that can keep us behind and stuck in our same-old behaviors and thinking patterns, holding ourselves and others accountable is the only way to bring about positive results in both our personal and professional lives. To bring about accountability we need to realize that we are only being responsible when we help people grow and perform, not when we enable them to do less. When we enable others, we are giving them the path of least resistance and ourselves more work or sacrifice. Our over accommodating, does a disservice to all.

Defining our expectations and clarifying our roles are just the beginning steps to bring about accountability. Showing positive recognition and giving consequences are the most powerful components of accountability. Rewards and consequences are what it takes to evolve performances into desired outcomes.  They motivate people to change their behaviors. Productivity, teamwork and personal happiness will shine through when we hold ourselves and others accountable to make things better.

Nancy Stampahar

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Nancy Stampahar inspires people into action with her enthusiasm and lemons to lemonade wisdom and expertise. She is the author of the 2009 IPPY Award winning self-help, inspirational book, peace, love and lemonade: a recipe to make your life sweeter and a sought-after organizational development consultant, trainer and speaker. Nancy solely owns and directs her business Silver Lining Solutions. She earned her BSBA in human resource management from Robert Morris University, after she decided to make lemonade. She received the 2009 Joe Ott Award from ACHIEVA, which serves people with disabilities in recognition of outstanding vision, volunteer leadership and generosity of spirit.