We are well into January, traditionally a month of fresh starts and resolutions.
I’ve joined the ranks embarking on the Dry January challenge - a commitment to abstain from alcohol for the first month of the year. Surprisingly, I'm finding it rather easier than anticipated, and the key to this? … Accountability partners.
Accountability: The Unexpected Ally
My journey through Dry January has been bolstered significantly by the support of a couple of friends and colleagues who joined me in deciding to take some time to reconsider their relationship with alcohol and their consumption more generally. This shared commitment has not only made the process more enjoyable but has also instilled a deeper sense of responsibility and reliability in me. I'm reminded that my actions don't just affect me but also those who are counting on me. Moreover, it’s made me think more about accountability in the workplace.
The lessons learned from Dry January extend far beyond the realm of personal health. In the workplace, accountability is often viewed with negative connotations, seen as a burden or a means to assign blame. However, my experience is that accountability, when approached thoughtfully and positively, can be a cornerstone of a thriving organisational culture.
Accountability and Reliability: Two Sides of the Same Coin
Accountability and reliability are intrinsically linked. When team members hold each other accountable, it fosters a culture of reliability. Each person knows that others are depending on them, and this mutual dependence creates a multiplying effect on productivity. When you know that your team is counting on you, it's not just about completing a task; it's about contributing to the success of the whole group.
However, it's important to acknowledge that accountability can have its downsides. In some environments, it becomes a tool for finger-pointing and blame, creating a toxic atmosphere. This negative approach can lead to fear and mistrust, which are antithetical to a healthy workplace culture.
Yet, when harnessed correctly, accountability is indispensable for building a thriving culture and organisation. A lack of accountability can lead to significant issues, as exemplified by the Post Office scandal in the UK. At the heart of this controversy was a fundamental absence of accountability, where responsibilities were shirked, and the proverbial buck never stopped. This led to catastrophic consequences for so many, angered the public and sent politicians scrambling, rather late in the day, to attempt to remedy the situation.
A lack of accountability is widespread in many organisations - particularly our institutions.
But at a less controversial level… I’ve seen accountability in businesses drift.. and no more so than in Owner-Managed Businesses.
Without external accountability, owners often find their businesses' performance stalling or meandering somewhat aimlessly, not developing or growing. Internal accountability is crucial, but so is external accountability - be it to a board, stakeholders, or customers. Organisations that lack this sense of accountability rarely exhibit a vibrant culture and often fail to live up to the values they espouse.
For me, accountability should not be seen as a dirty word. Instead, it's as a vital component of any successful individual, team, or organisation. Just as my accountability partners in Dry January are helping me stay on track and have made the process more enjoyable, so too can a culture of accountability in the workplace lead to increased productivity, reliability and ultimately, success.
Let's embrace accountability, not as a means of assigning blame, but as a tool for building a culture of trust, support, and shared success.
