How to Hold Others Accountable

Regardless of if you hold a formal leadership role, you are responsible for holding people accountable to the things you need accomplished. Maybe you are waiting for feedback from your boss. Maybe you are attempting to convince your two year old to eat her veggies. Maybe you need the managers to communicate a consistent message about a new process to their teams. 

There is a five step process you can use to hold other's accountable:

1 - Build your Emotional Bank Account with Them

You have an emotional bank account with everyone you interact with and it operates very similarly to a normal bank account. The goal is you put as much into the account as possible and that you never overdraft. When it comes to the emotional bank account the deposit is anything that is valuable to that relationship - being present when you interact, asking them questions, helping them when they need it, communicating in a way they need, etc. A withdraw is anything that doesn't respect the relationship - shutting the person down, making them feel inferior, breaking promises, being rude, etc. 

When we have a healthy emotional bank account with someone and we need something from them, it is a lot easier to ask. When we have a healthy emotional bank account with someone and we need to hold them accountable, it is a lot easier to do. 

Can you hold someone accountable without a healthy relationship - sure. That accountability will come from compliance or force, not commitment. The most effective accountability move is to start with a healthy relationship. 

2 - Set Realistic Expectations

The majority of frustrated moments arise from a lack of clarity. We make assumptions that we are on the same page. I will clue you in on a little secret: Unless you clearly stated your expectations, the person was able to repeat those expectations back to you, and the person commits to upholding those expectations, you can not ensure clarity. 

Not only do expectations need to be clear, but they need to be realistic. They can be challenging... and possible. 

3 - Discuss Impact

No one likes working on something that seems pointless. Help tie the task you are asking someone to complete to the impact it will have. Impact can look like: "This supports your development to reach your career goals." "This streamlines the process for your coworkers." "This enhances the client experience." Daniel Pink reminds us that people want to - strive to make a contribution. Help people understand that contribution. 

4 - Stay Connected

Being responsible for holding someone accountable means you need to be available for them through the process. Are you available to help them overcome any obstacles? Are you there when they are frustrated and need encouragement? Are you there to reinforce the behavior? 

5 - Provide Feedback

When you are influencing someone and interested in holding them accountable, you have to be willing and capable to provide them with feedback. This can be celebratory feedback or constructive feedback. Providing feedback closes the loop and completes the accountability cycle.