I approached some designated leaders as well as subordinates in my organization to discuss how leadership at all levels can be better facilitated. There was a wide array of responses, but lack of accountability was one theme that seemed to be talked about most and were highlighted during the interviews. The implications this interview from an organizational perspective exemplify the need for increased focus on accountability, both good and bad. Accountability is not simply taking the blame. Accountability is taking initiative with thoughtful, strategic follow-through. (Bregman, 2016) Without accountability, no one will learn from mistakes and trust (in leadership and the organization) will diminish. "When employees (and let’s be fair, managers do this too) don’t hold themselves responsible for their actions, it prevents anyone from learning from them" (Pomeroy, 2015, para 4). Seeing that accountability appears to be an issue in my organization, forces me to look inward as well.
As a Senior Non-Commissioned Officer (SNCO) holding a key position in my organization, I reflected on implications of accountability from an individual perspective. Personally, I have a responsibility to encourage leadership and hold myself and others accountable. Airmen, through self-discipline, adhere to high standards and we hold our fellow Airmen accountable to follow our standards (2012). If I do not have personal accountability I cannot lead by example nor can I effectively hold others accountable for their actions.
Understanding that the organization has a lack of accountability allows me to take steps to use this information and build a better organization. Accountability is culture problem that starts with employees not trusting each other to do their jobs. "It’s a domino effect: low accountability leads to mistrust leads to low morale leads to worker devaluation leads to low engagement leads to low productivity" (Pomeroy, para 6). Fortunately, if approached correctly, leaders can practice accountability and produce positive results. The U.S. Office of Personnel Management (OPM, n.d.) found that managers need to
- involve employees in setting clear, challenging yet attainable goals and objectives, and give them the authority to accomplish those goals;
- coach employees when they request help, and support employees in all aspects of the job;
- monitor progress towards goals, and provide feed-back that includes credible, useful performance measures;
- provide the training and resources employees need to do the work; and recognize employees for good performance, both formally and informally.
In short, accountability is about clear expectations and goals, capability, measurement, and feedback. This is something that leaders, including myself, can do to promote leadership at every level of the organization. "Managers who involve employees in setting goals and expectations find that employees understand expectations better, are more confident that they can achieve those expectations, and perform at a higher level" (OPM, para 3). Leaders must hold employees accountable for results as well as recognize their efforts. They must set specific, measurable goals while providing feedback along the way.
For this assignment, I interviewed both superiors and subordinates in my organization with questions focused on the central theme of how the organization can better enable leadership at all levels. According to the results of my interviews, accountability in my organization is lacking. Lack of accountability can decline trust and low productivity. Accountability, although a culture problem, can be solved by individual leaders at every level. Setting expectations and goals empowers employees to perform at higher levels. Also, enforcing positive accountability promotes leadership at every level.
Air Force culture: Air Force standards. (2012). Washington, DC: Department of the Air Force.
Bregman, P. (2016, March 09). The Right Way to Hold People Accountable. Retrieved April 08, 2018, from https://hbr.org/2016/01/the-right-way-to-hold-people-accountable
OPM. (n.d.). Accountability Can Have Positive Results. Retrieved April 08, 2018, from https://www.opm.gov/policy-data-oversight/performance-management/reference-materials/more-topics/accountability-can-have-positive-results/
Pomeroy, S. (2015, October 06). Why Accountability in the Workplace Matters. Retrieved April 08, 2018, from https://talentculture.com/why-accountability-in-the-workplace-matters/
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