Culture and Engagement

How does your organization approach accountability? What systems are in place to support a positive accountability culture?

You may have an accountability mindset and are developing the skills to hold others accountable, but without the right organizational systems, you won’t be successful in creating a culture of accountability.

Imagine being offered a new job, knowing there’s only enough money to pay you for twelve months. Would you take it?

Nonprofit and community organizations are often limited in their ability to offer long-term roles due to the funding models they have to work within. Demand for talented staff is high, but unstable funding means employees frequently leave before a limited contract expires. 

This high turnover not only disrupts the continuity of work but also hampers the organization’s ability to achieve its mission.

I conducted a survey in 2023, which revealed that although 93% of workers expect to be held accountable, 66% agreed that they find it difficult to hold others accountable. In a Benchmark survey, almost 1/4 of CEOs listed accountability as their biggest weakness.

So, if you are struggling to hold others accountable, you are not alone.  

Thankfully, accountability is a skill we can develop. It’s also a mindset and organizational system.

Today, as baby boomers enter retirement age, over $2 trillion in business assets are at stake as most small business owners plan to exit their business over the next decade. In their survey, the Canadian Federation of Independent Business found that only 9% of business owners have a formal business succession plan. Small businesses are the heart of any economy;

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The four strategies I share in this post will be the beginning of thinking about accountability differently.
Instead of being a ‘bad word’, it will be something your teams will want to embrace.  A mindset where accountability, compassion and respect go hand in hand.

A hybrid team is a team of employees who work remotely and in person throughout the week, often leveraging technology to collaborate seamlessly across different locations. They can work in person four days a week or once a week. Regardless of their hybrid structure, they are considered a hybrid team if they are expected to work in person at some point during the week.

There are many challenges to leading a hybrid team, but one way to ensure a positive work experience for all and get the best performance from your team is to follow shared hybrid work guidelines.

The pandemic accelerated the evolution of work and brought great innovation in collaborative tools and systems, which demonstrated that remote work can be just as effective or even more effective than in-person work.

I have seen many teams lose key players or organizations failing to fill roles simply because employees are expected to work in the office when they could be working at home.

The hybrid working model is the new normal, and leaders must be aware of the challenges that come with it.

Leaders evolve. To exist in time is to evolve, but the more important question is; are you present and active in your evolution as a leader?

Active evolution is when internal influences lead change and personal development. The best leaders know this and are always evolving.

According to General Systems Theory, a mindset is a set of assumptions, attitudes, methods, or beliefs held by a person or groups of people. A mindset is a mental gatekeeper set up to protect and guide us.

All Ideas, Decisions And Actions Are Run Through Our Mindset.

Our mindset originates in the potential we see around us. Do we see danger or opportunities? How do we interpret what we see coming? What potential outcomes do we imagine?

Our perspective affects our actions, and those actions create results that reinforce our beliefs, strengthening the thought rhythm of our mindset.