Many companies today are experiencing rapid change. With growth come gaps in leaders’ ability to improve revenues and results. These gaps often stem from leaders relying on easy-to-work-with relationships, likability, or mediocre communication skills as substitutes for delivering measurable outcomes.
While many companies value a current or future leader’s ability to build relationships, communicate effectively, and make good decisions, the reality is that many do not hold these leaders accountable for producing intended results, and developing the skills required to do so. As a result, only 10% of teams are actually producing intended outcomes. This costs companies the retention of top talent and customers. It also puts leaders’ jobs at risk.
In one company, a team missed quarterly goals for six straight quarters—not because of lack of talent, but because no one required follow-through. Once accountability systems were put in place, the team hit their goals over the next two quarters.
What is Accountability? It means honoring commitments, owning the process and the outcome, and ensuring the work gets done as promised. Without accountability, even strong skills and good intentions fail to produce intended results.
How to Improve Accountability
Be Responsible for Clarity of Expectations. Lacking clarity, developing real goals, and taking action can be difficult when a leader or boss fails to check in with progress or diminishes or dismisses new ideas or resources as viable possibilities. When you are clear about what is expected by your boss, company, and/or client, you must be accountable for ensuring progress to achieve it. Clear expectations prevent assumptions, excuses, and reworks—three of the biggest drains on results.
Keep It Simple and On-Track. This is a corollary to expectations. When you make it complicated, constantly change your focus, or chase “shiny objects” that have no direct bearing on the tasks at hand, team members stop. They simply stop doing the work and stop communicating. Get them back in action by staying focused and speaking in a manner others understand and can support. Simple systems such as weekly priorities, short check-ins, and visible scoreboards help teams stay aligned and accountable.
Have Those Tough and Not-So-Easy Conversations. Many times, leaders get fearful when they lack specifics about an employee’s so-so or mediocre performance. Or they fear blowback if the person is well-liked on the team but not highly effective. Not holding team members accountable—and not providing laser-like coaching—takes an otherwise good employee and makes them less effective. Take time. Talk with your executive coach. Ensure what you believe is the problem actually is the problem, and not based on gossip or others’ misperceived beliefs. Avoiding these conversations sends an unintended message: mediocre performance is acceptable.
Become Resilient. Yes, there will be mistakes and failures. Instead of wallowing in them or relying on excuses, get yourself and your team clear by using the What Worked? / What Didn’t Work? exercise. Then brainstorm solutions for what was missed, overlooked, or ignored. Hold people accountable by having them get back to you by a specific time. If they fail to do so, reach out with a reminder. Resilience, especially when you believe you “shouldn’t have to,” keeps accountability from sliding into blame. And blame is where many leaders unintentionally shut down performance.
Stay Connected. Consistent connection eliminates surprises and is one of the biggest reasons leaders struggle with accountability. Feedback, 1:1 meetings, and scoreboards help keep everyone on track and in action. It starts with you, as the leader, staying in communication with your boss. Also, be accountable to your team. Hold weekly meetings and keep them short and on-point. When you stay connected with your team and team members, they will amaze you.
Hold Yourself Accountable. This can be more difficult than holding your team accountable. Listen and document when you make promises or say you will do something. Follow up and follow through with needed resources. Encourage initiatives. Talk with your executive coach consistently to ensure you’re aware of any potential pitfalls. Your team mirrors your behavior—your accountability sets the standard for theirs.
© Jeannette Seibly 2026 All Rights Reserved
Jeannette Seibly is a Talent Advisor, Leadership Results Coach, and Business Author with over 33 years of experience guiding people to empower themselves, transforming workplaces into places that work, and shaping leaders who truly lead.
Want to become a stronger leader? Do you want a team that delivers instead of explains? Accountability is the place to start. If you’re ready to strengthen your leadership, improve your listening, and be held accountable, contact me. Let’s talk through your next steps.