Accountability: Mission Possible
Accountability is tough. Whether it’s holding someone else accountable or ourselves, it’s a challenge many leaders face daily. In fact, I hear the question time and time again: “How do I hold someone accountable?” Through my experience coaching business owners, I’ve learned that the answer is often simpler than it seems. It’s about finding the right balance between support and challenge.
Let me share a story about Rob, a small business owner who struggled with this very issue. Rob runs a custom cabinet shop in a small town, much like many of the businesses you’ll find here in Tennessee. He had a team member, Sam, who was a hard worker and a nice guy, but Sam struggled to stay on task. His mind often wandered, and he spent too much time on side projects, causing delays in the company’s main priorities. Rob liked Sam and knew he had a family depending on his job, but Rob was at his breaking point. The busy season was approaching, and Rob couldn’t afford to have a team member who wasn’t pulling his weight.
Like many small business owners, Rob felt stuck. Firing Sam wasn’t something he wanted to do, but continuing to let things slide wasn’t an option either. Rob realized that, without meaning too, he had created an environment where Sam (and several other team members) had become entitled. He wasn’t being held accountable, and while Rob’s inward and outward frustration would be evident, there was no real consequence for Sam’s lack of focus.
When Rob and I sat down to work through the problem, we came up with two key ideas: accountability isn’t just about consequences—it’s about creating clarity and calibration—and, as a leader, Rob needed to balance the support he was already giving Sam with the right amount of clear challenge. Rob was naturally a supportive leader, always willing to help his team, but he realized that he wasn’t pushing Sam to meet the expectations they’d both agreed upon.
Over the next few months, Rob began having regular, clear conversations with Sam, reminding him of the company’s goals and how his role was vital to achieving them. Rob also began to challenge Sam more directly when he got off track. These weren’t harsh confrontations but calibrated firm reminders of what needed to be done. The result? Sam started to respond. He stayed more focused, and as Rob’s leadership approach became more balanced, other team members began to step up as well.
By the end of the year, Rob’s shop was back on track, meeting its goals. The stress Rob had been feeling eased, and he even found more time to plan for the future of his business. Most importantly, Rob had peace of mind, knowing he had built a culture of accountability within his team. His wife even mentioned that Rob had “gotten his laugh back,” a sign that the burdens he had been carrying were starting to lift.
If you’re like Rob, dealing with team members—or even family members—who lack focus or discipline, the answer lies in intentional leadership. Accountability and leading isn’t about being tough or letting things slide; it’s about creating a healthy balance of support and challenge. Find someone who can help you see your blind spots and commit to fostering real growth in those around you. It’s not easy, but the results can be transformative—for your team, your business, and even your own peace of mind.
Dustin contributes monthly on topics around Leadership, Influence, and Relational Intelligence. If you're a leader who understands that developing your team's culture is key to growth and profits, connect with Dustin Fenton. He specializes in transforming organizational cultures and maximizing team performance. Reach out at www.pitoncoaching.com or on LinkedIn @DustinFenton and @PitonCoaching. Join Dustin and other culture-focused leaders at the upcoming Leadercore BNA event in Nashville, TN on December 4th, 2024. Secure your spot today and register here - bit.ly/LeadercoreBNA-Dec24
