This is the fourth of a five part series on high performance teamwork, based on the book, The Five Dysfunctions of a Team by Patrick Lencioni. The five major dysfunctions that Lencioni has identified, which is backed up by the research are:
*Absence of Trust
*Fear of Conflict
*Lack of Commitment
*Avoidance of Accountability
*Inattention to Results
With trust, constructive conflict, and commitment a team is ready to soar. But two more elements are required and today we are focusing on accountability.
Holding people accountable is a key leadership responsibility. It is not complicated, but takes organization and persistence.
First, before ever adjourning a meeting, make sure that everyone on the team is clear on what they are accountable for and by when the task is should be completed.
Next, make sure you record the tasks and due dates.
Third, follow-up with people when they miss deadlines.
Finally, you need consequences – especially for chronic cases of missing deadlines.
Simple, right? Then why do so many leaders mess this up!?!
I think it is because it can be uncomfortable to hold someone accountable, but leaders often underestimate the damage done when you let people avoid accountability.
Allowing people to avoid accountability breeds resentment in a team. High performers want to be on a team where everyone is committed to excellence. You will quickly lose your best people if they see that others are not held accountable. And it will lead to mediocrity among those left behind.
So, be a leader and hold people accountable. It will set a standard of excellence for everyone to live up to and allow the team to make even more of a Mission Impact.
