According to the best selling book, Crucial Accountability, 93 percent of workers polled, work with someone they find hard to work with. Despite that fact, no one holds that person accountable due to fear. There are many more costs to a culture that lacks accountability. Who wants that? Moreover, how can you prevent that from happening in your organization?
According to Inc. ‘7 Truths About Accountability That You Need To Know’,
“Leadership defines culture, and if you want to create a culture of accountability, then it starts with you. You need to model the behaviors that you want to see in your organization. If you want people to take ownership, then you have to be seen to take ownership, when you make commitments you have to be seen to meet those commitments. If you don’t, then why should anyone else be interested in doing so. You have to walk the talk if you want others to follow you don’t the accountability path.”
You may wonder how participating in a 360 assessment will create or reinforce a culture of accountability.
“A 360 assessment is an online survey of questions about your performance as a leader The survey is sent to 10-15 people you’ve selected from your direct reports, colleagues and leaders. Additionally, the survey offers your participants confidentiality. Moreover, the results are solely shared with you, unless you choose otherwise.”
So, if you expect your team members to set goals for their teams, and their professional and personal development, you need to show them the way. How many CEO’s participate in their own company’s annual reviews? It’s very telling if you find yourself in a position of high leadership, yet haven’t had an annual review in years. This is about more than company results, it’s also about company culture, morale, retention and sustainability. So, by conducting your own review using a 360 assessment, you are sending a message to your organization that development is important. And accountability is critical.
In Five Ways to Promote Accountability by Gallup, they state
“Everyone should play a role in developing their colleagues by providing meaningful feedback and coaching,” says It’s the Manager. “Leaders need to be the first to model these demands because their behavior dictates what employees interpret as a real expectation.”
So, take your first step in reinforcing a culture of accountability and partake in a 360 assessment. Then, once you’ve reviewed the results and set your own development goals based on the feedback, share your goals with your team. By sharing your development goals, you bump up the accountability culture to a whole different level. Now you are publicly stating how you’re trying to improve. Ask your team to help hold you accountable. Increase your openness and approachability. This will start you well on the path of setting a culture of sharing meaningful feedback on a regular basis. It’s much better than everyone saving feedback for the annual review at the end of the year.
360 Assessment Series
The next blog in our 360 Series will address the 10 most valuable benefits you’ll receive from a 360 assessment.
If you’d like more information, Core Impact Coaching provides customized 360 assessments and we are available to answer any questions you may have.
Leaders: Get a 360 Performance Review from Your People
What is a 360 assessment and why do I need one?
Learn How You Are Perceived from a 360 Assessment
Set Your Goals for Leadership Improvement Using a 360
Who should you include in your 360 Assessment?
What to Do with Your 360 Assessment Results
Set a Leadership Example with a 360 Assessment
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