{"id":44459,"date":"2024-12-16T16:14:48","date_gmt":"2024-12-16T21:14:48","guid":{"rendered":"https:\/\/goodleadership.com\/?p=44459"},"modified":"2024-12-16T16:14:50","modified_gmt":"2024-12-16T21:14:50","slug":"the-pathway-to-healthy-accountability","status":"publish","type":"post","link":"https:\/\/goodleadership.com\/the-pathway-to-healthy-accountability\/","title":{"rendered":"The Pathway to Healthy Accountability\u2122"},"content":{"rendered":"\n

Looking back on 2024, it\u2019s amazing to me that no one had thought to research about how to create a culture of healthy accountability in organizations. I\u2019m grateful to clients and partners who influenced us to tackle the assignment. While hundreds of books written over the past 50 years have addressed \u201caccountability,\u201d the material has all been based on theory, specific points of view and occasionally a fact-based case study. But not based on data.\u00a0<\/p>\n\n\n\n

The Good Leadership team dedicated most of our discretionary energy in 2024 to doing that research. Then we hosted the Good Leadership Conference on that subject. It\u2019s been a very satisfying year!\u00a0<\/p>\n\n\n\n

Why was research important?<\/h2>\n\n\n\n
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The vast majority of material written about accountability was written from the \u201cleft brain\u201d perspective: accountability is best as a \u2018discipline of execution.\u2019 The books talk about planning, organizing, clarity, and consequences. Left brain. And we\u2019ve heard over and over again from clients that in this highly flexible and collaborative work environment, that \u201cleft brain\u201d approach isn\u2019t creating accountability or effectiveness. <\/p>\n\n\n\n

So, an advisory group recommended we expand the subject to include a more \u201cright brain\u201d approach, focusing on managers who effectively negotiate \u201cshared commitments\u201d to create healthy accountability. The data from nearly 200 interviews and more than 4,300 surveys identified a clear \u201cpathway\u201d for how leaders can get to a culture of healthy accountability. It\u2019s not the Yellow Brick Road, per se\u2026rather, an infinity symbol-like journey with \u201cIndividuals seek accountability\u201d at the intersection of the two loops.<\/p>\n\n\n\n

What we found were two powerful Organization influences, and two Team influences when working together create a culture of healthy accountability \u2013 an environment where people take individual ownership for their work. It\u2019s an exciting discovery that will reshape the Good Leadership coaching and development programming for clients. <\/p>\n\n\n\n

Two Organization influences:<\/strong><\/p>\n\n\n\n