accountability

Great Power Is Great Responsibility

An important aspect of leadership development is to recognize the extent of one’s own power and influence, as well as its enormous potential to affect others and the world around us. This is important not only so our power can be properly utilized to effectively serve people and influence the rate of progress, but also to ensure that our exercise of it does not inadvertently create unintended consequences opposite to our stated intentions. No one who wishes to become an effective leader can do so without recognizing that, to quote a well-known mentor, “with great power comes great responsibility.”

A Counter-intuitive Approach to Creating a Culture of Accountability

 

How would you rate the level of accountability in your organization? How about your own personal accountability? 

Many organizations that suffer from poor results and low morale attribute their inability to make sustainable improvements to lack of accountability in the organization. When I ask teams to rate the level of accountability in their organization on a scale of 0-10—10 being a state where every individual feels and acts completely in an accountable manner—I generally get a rating between 4 and 6. When asked to rate their own personal accountability, individuals on the same team generally respond with a rating of 7-9. In other words, the thinking goes, “If everybody else were as accountable as I am, the world would be a great place.” This, of course, is normal. As I have mentioned before, our natural tendency is to judge ourselves by our intentions and others by their behavior. But where do we go from here? How can we shift the level of accountability in the organization to 9-10?