Want Cultures of Accountability? Start Addressing Responsibility Gaps

Building a culture of accountability in the workplace is a goal every great manager strives to achieve. When team members take ownership of their tasks, accountability naturally follows. However, creating this environment doesn’t just happen—it requires strategic nurturing. This is where many managers go wrong because they don’t understand the difference between accountability and responsibility and the key elements critical to driving the culture they seek to foster. Managers who seek to foster accountability who don’t first address gaps in responsibility will find themselves back at square one again and again.

In this post, we explore the fundamental difference between accountability and responsibility, how skill and will impact an individual’s responsibility, and the key steps you can start taking to improve the culture of responsibility and accountability across your team.

Understanding the Difference Between Accountability and Responsibility

The terms ‘responsible’ and ‘accountable’ get thrown around a lot as though they are synonyms. News flash! They are not synonyms, they have very different meanings. Responsibility refers to the duties or tasks that need to be accomplished. When we talk about responsibility, we are talking about what needs to be done and who needs to get it done. Responsibilities can be assigned and delegated to one or many people. Accountability, on the other hand, is about owning the outcomes of those tasks. The person accountable isn’t necessarily responsible for doing the task, they are however answerable for the results and consequences of actions taken by others.

Key Differences

• Focus: Responsibility is focused on tasks; accountability is focused on results.
• Delegation: Responsibility can be delegated; accountability cannot.
• Scope: Responsibility can be shared; accountability is typically individual.
• Nature: Responsibility is about duties; accountability is about owning the outcomes.

Example:
Tye is a project manager. They are responsible for overseeing the planning and execution of a project, which includes tasks like creating schedules and assigning tasks to team members. Jaden is an engineer on the team. Tye delegates the task of creating a schedule for the project to Jaden. As the project manager, Tye is accountable for the project’s success or failure. If the project doesn’t meet its objectives, Tye must answer for what happened and take steps to address any issues. It is not that Jaden shouldn’t be held accountable to the tasks they are made responsible for but holding someone accountable and having accountability are very different and it is critical that managers understand the difference.

Imagine a space where every team member, from top executives to entry-level employees, understands their role in achieving the company’s goals. Understanding these distinctions is the first step in getting there. In such a culture, employees’ behaviors align with the organization’s values, nurturing a sense of community and shared responsibility. This clarity and connection leads to a more engaged and committed workforce.

Skill vs Will and Their Impact On Responsibility

As a coach, leaders tell me constantly that they “don’t want to be a micromanager”. When I hear this, it signals that the manager has not been taught the critical skill of delegation. Why? Because micromanagement is the act of stepping in when your team doesn’t need you; if your leadership style is about always staying high-level, then you aren’t helping your team grow in the areas they need to upskill in. This results in macromanagement the equivalent of throwing your team into the deep end and hoping they swim. Great for those on the team who have the skills, but terrible and demoralizing for those who don’t. Effective delegation and coaching is about adapting your leadership styles to match the skills and attitudes of your team. Here’s a quick visual you can use to improve this skill

Steps to Address Responsibility Gaps

To get responsibility and accountability on track, you need to fully understand the challenges that are impeding success.

• Start with a Diagnostic: A thorough diagnostic uncovers the conditions impeding success on your team. It identifies signs of negative behaviors like infighting, blame-shifting, and lack of collaboration as well as skill gaps. Collect data through surveys, one-on-one interviews, and observations. From this information, common themes and patterns emerge. 
• Engage Employees: Involve your team members in the diagnostic process at all levels. Vary your approach with a combination of facilitated meetings and creative activity to uncover essential insights. 
• Zoom In and Out: You need to analyze the big picture and the tiny details encompassing it. Alternate between a broad overview and a detailed examination of specific issues to ensure you don’t miss any critical information. 
• Formulate Interventions: Based on your findings, design and implement interventions. Remember that these interventions must be inclusive because they impact your team members, and make sure they have a say in the changes. Interventions may need to include coaching for you so that you can hone the skill of delegating effectively.
• Promote Ownership: Your team members should feel connected to challenges discovered in your diagnostics and their solutions. When people have a say in the process, they are more likely to take responsibility for the outcomes.

It’s hard to assess one’s organization objectively, so having a fresh pair of eyes can help you through the diagnostic process to identify the areas of which you’re unaware. Diagnostic is a key service we provide companies with. Book a complimentary call to learn more about this resource.

Your Role as a Leader

Interventions can only work when people commit to them. Once you’ve built the foundation for a responsible workplace culture, it’s your job to maintain it. You must be transparent, approachable, and willing to involve employees in the decision-making process. You’d be surprised by what a difference regular check-ins, clear communication, and supportive coaching can make!

Final Thoughts

Understanding the distinction between responsibility and accountability helps in structuring roles and expectations within a team. While responsibility involves the tasks and duties assigned to individuals, accountability is about owning the results of those tasks and being answerable for them. Clear communication and delineation of both aspects are essential for effective team management and success. Transforming a culture requires strategic effort and ongoing commitment. Start with a thorough diagnostic to identify issues, involve employees in creating solutions, and implement targeted interventions. It’s a challenging process, so don’t overwhelm yourself by doing it all in-house. Hiring a coach brings external objectivity and expertise of process. Ready to improve your team's culture?