New Business Book Summary Available for Winning with Accountability

Jan. 22, 2016 - PRLog -- In Winning with Accountability, Henry J. Evans defines accountability as a positive force that is necessary for company success, rather than a punitive action that occurs after things have gone wrong. He presents four steps for fostering a dialog of accountability within an organization: establishing clear expectations, setting specific dates and times for deadlines, having clear task ownership, and sharing goals with others. When individuals at all levels, including company leaders, examine their own actions and model the behaviors they wish to see in others, a culture of accountability is created.

According to Evans:

• In an accountability culture, accountability is defined as making and keeping clear commitments. It means that people can be relied on to do what they say they will. In this context, accountability is a positive quality, not a punitive action that arises after the fact.

• Building an accountability culture takes time and patience. Accountability begins with individuals, and requires that all people—especially company leaders—model the behavior they wish to see in others.

• Specificity in language is one of the most important factors in creating a culture of accountability. It includes setting specific dates and times for tasks to be completed. Ambiguous language leads to disappointment and failure caused by misunderstandings.

• Leaders must establish clear expectations that convey a detailed vision of what they want. Without clear expectations, employees are being paid to guess.

• Even in team projects, ownership for a task must rest with one individual.

• Accountability is much more effective when goals are shared with others, who then become accountability partners.

• “Front-loading” projects with accountability fosters strong work relationships, since all of the team members know they can count on their coworkers to perform.

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