Accountability: Don’t Count on It

As a long-time sports fan, I am taken by the number of head football coaches who are shown the door at the end of the season. There are many reasons for this; the most obvious being too many losses as is the case with my team this year (and the year before that, etc.!). At closer look, however, there are often underlying factors in play that cause poor results.

In the case of the team I follow, the coach was dismissed with several games left to go. Once the season ended, players were asked what they felt the team needed in their next coach. Experience and track record for sure. Beyond that, what are the traits, characteristics, and principles that ownership should be looking for as they set out to find a new leader?

While the players’ answers didn’t surprise me, the consistency of responses did. Words and phrases like discipline, same rules for everyone, individual responsibility were common. Establishing a “culture” is used so often, it almost becomes a cliché. Although some think a “player friendly coach” is favored, these players grew tired of standards that were talked about but not upheld. Something was clearly missing. The word is accountability.

When performance and behavior standards are not met, action by leadership is required. If it’s a performance issue, it may be a lack of basic competence. This could be addressed through training, coaching or by adding additional resources. Ultimately, performance must improve back to a level that meets or exceeds the standard.

Behavior standards are even more significant and impactful. When these are violated, this must be addressed directly and immediately. If not, a new, lower standard emerges and in full view of every member of the team. High standard individuals become disillusioned, frustrated and eventually cynical. The temptation to “check out” takes hold.

What are the performance and behavior standards in your organization? Are these articulated clearly and communicated to every member of the team? Are these monitored and, when they are not being met, is corrective action taken quickly and decisively? Is accountability an organizational strength supported by comprehensive leadership training and development?

For more information on ways to establish and maintain high standards of performance and behavior in your organization, contact me at joe@ajstrategy.com or visit my website at ajstrategy.com.

The preceding content was provided by a contributor unaffiliated with Printing Impressions. The views expressed within may not directly reflect the thoughts or opinions of the staff of Printing Impressions. Artificial Intelligence may have been used in part to create or edit this content.