Picture Your Purpose NLP & Life Coaching’s Post

✨ Why You Need An Accountability Partner ✨ I’ve had people ask me why they should bother with an accountability partner. Isn’t it enough to just write down your goals and put them somewhere you’ll see them every day? My answer is always the same: You can always throw a piece of paper away; you can’t unsay a goal shared aloud. There’s plenty of research telling us the power of accountability partners. In one study participants were asked to make “business-related goals they hoped to accomplish within a four-week block and to rate each goal according to difficulty, importance, the extent to which they had the skills and resources to accomplish the goal, their commitment and motivation, and whether they had pursued the goal before.” They were then divided into five groups: • Group one thought about their goals. • Group two wrote their goals out. • Group three wrote their goals out and made action plans. • Group four did all of the above and told a friend. • Group five did all of the above and sent weekly progress reports to a friend. By the study’s end, those in group five were the most successful, averaging a 76% completion rate, making them 33% more successful than those who merely made goals. ✨ What Makes An Effective Accountability Partner ✨ Unlike a mentor, an accountability partner can come from almost anywhere, as their experience doesn’t need to match your aspirations. Whereas the mentor-mentee relationship is strictly vertical, the accountability partner relationship is horizontal. Your partner can be a peer in any industry; they can even be in your family or circle of friends. With that in mind, here are some traits to look for: 1. Has Your Respect ✨ It really does matter who you share your goals with. “If you don’t care about the opinion of whom you tell, it doesn’t affect your desire to persist — which is really what goal commitment is all about,” says Howard Klein, professor of management and human resources at The Ohio State University’s Fisher College of Business. “You want to be dedicated and unwilling to give up on your goal, which is more likely when you share that goal with someone you look up to.” 2. Cares For You ✨ This is one reason why family and friends make such great accountability partners. They know you well and can see your potential. They want you to succeed and will be invested in your success. 3. Isn’t Afraid Of Offending You ✨ A good accountability partner is willing to call you out—whether it be on unrealistic expectations, problematic behavior or anything else that jeopardizes your goals. 4. Shares Your Values ✨ Intrinsically, you want your accountability partner to be living by the standards you want to be held to. For example, if your goal is to run a marathon, you want to find an experienced runner who has completed at least one marathon and can help you train and provide you with insightful tips and advice. #AccountabilityMatters #accountabilitypost #accountabilitypartners

I know myself and how easy it is to get distracted by the day to day things that life throws my way. Found this post that Victoria Givlin shared to be super helpful on the importance of having an accountability partner. Invest in yourself and get an accountability partner! Or at the very least read this article to learn why it is important to have one to achieve your goals.

“Responsibility equals accountability equals ownership. And a sense of ownership is the most powerful weapon a team or organization can have.” ― Pat Summitt “I own that”. You have heard the saying. You have heard of people taking ownership but what does it really mean? What does it mean to operate with an ownership mentality translates into today’s business world? While ownership denotes control, it does not always manifest in actions. People can ‘own’ an idea or even a company but if they do not have an ownership mindset, they often fall short of the results they want. Ownership can start at any level of the organization and is fueled by passion and commitment. “Ownership means I have an obligation to the organization in terms of results, and that I have an obligation to act on the items that impact those results. I may have to assemble a team to help me bring about results, but ultimately, I must be accountable and own the results of my actions” (Wilms, 2017) Often, allowing creative approaches to finding solutions may take teams in different directions. Allow them to find their own way, define processes and chart a course whenever possible. Being a task master is much less inclusive than instilling creative problem solving within groups. Delegate and spread the responsibility of solving problems and finding solutions so that everyone in the organization feels the power of the ownership mindset. Absolutely hold the team accountable and recognize positive behavior to reinforce the actions. Offer regular feedback and check in on progress to demonstrate your commitment to the process. The biggest opportunity for improvement is typically with the skills on your team. Underutilized skills are hidden yet huge areas of waste. Start by appreciating that all employees are different and have different levels of potential. By instilling ownership and encouraging team members to step up to get involved to improve systems, processes they feel a part of the change instead of spectators. Getting involvement and instilling an ownership mindset across your organizations ensures you are tapping into skills and resources you might have left undiscovered. Start by finding a spark in your organization to blaze the trail to establishing an ownership culture in your company. Identify team members who are looking for a challenge and are accepting additional responsibilities before being asked. Find those that react to problems quickly and decisively. Recognize those who are delivering more than expected and harvest their passion. Encourage ownership by sharing it. It’s not about what or how much you ‘own’, it is more about how much you are willing to give away to gain. #ownershipmindset #accountability #businesscoaching #entrepreneur #teambuilding #delegate #passion

Building a Culture of Accountability: Why It’s the Game-Changer Your Team Needs What if accountability was the missing link to your team’s peak performance? Let’s get real for a second. How many times have you been frustrated because tasks are slipping through the cracks, deadlines are missed, or you’re constantly putting out fires that shouldn’t exist in the first place? If any of this sounds familiar, it’s time to face a hard truth—accountability might be the game-changer your team desperately needs. 1. Accountability Isn’t a Dirty Word 🧹❗ Some people hear “accountability” and immediately think of blame or finger-pointing. But here’s the thing: true accountability isn’t about blame—it’s about ownership. When your team takes ownership of their tasks and results, everything changes. Challenge: Shift the narrative. Make accountability a positive word in your team. Time for everyone to step up and take responsibility for their work. 2. The Ripple Effect of Accountability 🌊🔥 When accountability becomes a part of your culture, the ripple effects are powerful. Suddenly, people aren’t just showing up—they’re engaged, committed, and driven to deliver. That’s when the magic happens. Look for this: Increased accountability leads to improved trust, higher morale, and a significant boost in productivity. Is your team just going through the motions or is it fired up to hit every target? 3. How to Embed Accountability into Your Culture 🛠️🔗 So, how do you get there? Embedding accountability into your team culture isn’t a one-time fix—it’s a continuous effort. But when you get it right, it’s a game-changer. Here’s how: 1. Set Clear Expectations: Ambiguity is accountability’s worst enemy. 2. Regular Check-ins: Check in on progress regularly. 3. Celebrate Wins and Learn from Losses: When someone nails it, celebrate it. What Happens When Accountability is Missing? 🕳️🚨 Here’s the harsh reality: without accountability, things fall apart. Projects derail, trust erodes, and your best people get frustrated and disengaged. Time to Take Action Here’s my challenge to you: start small. This week, pick one area where accountability is lacking and tackle it head-on. Set clear expectations, follow up, and see what happens. Trust me, the results will speak for themselves. “Accountability breeds response-ability.” – Stephen Covey Have you ever turned around a project or a team by instilling accountability? Or maybe you’re struggling to get your team on board with it? Share your experiences—both the wins and the lessons—in the comments. Building a culture of accountability isn’t just about hitting targets—it’s about creating a team that owns their success and drives the organization forward. 🌟 Wellfleet Enterprises Inc. Ben Levitan Eric Crews Brendan Leonard Michael Fabbiano EO Boston #leadership #entrepreneurship #startup Kathleen Gammon Tom Healy Brandee Justus Howard Genser Philip Magnuszewski Jeff Wilhelm Michael DiMella Gregory Rush

The Importance of Accountability : How to Set and Achieve Your Goals Accountability is essential for achieving your goals, whether they are personal or professional. When you are accountable, you take ownership of your actions and are more likely to follow through on your commitments. Here are some of the reasons why accountability is important: Increases motivation : When you are accountable to someone else, you are more motivated to achieve your goals because you don't want to let them down. Accountability can provide the external motivation that you need to keep going when things get tough. Improves focus: When you have clear goals and are accountable for achieving them, you are more focused and less likely to get distracted by other tasks or priorities. Helps you overcome obstacles: Accountability can help you overcome obstacles by providing support and guidance when you need it. When you are accountable to someone else, you can ask for help or advice when you encounter challenges. Provides a sense of accomplishment: When you achieve your goals, you feel a sense of accomplishment that can boost your confidence and motivation for future goals. To set and achieve your goals with accountability, consider the following steps: Set clear and measurable goals: Define your goals in specific and measurable terms so that you can track your progress and know when you have achieved them. Identify an accountability partner: Choose someone who can hold you accountable for achieving your goals. This might be a friend, colleague, or coach. Set deadlines : Set deadlines for achieving your goals and share them with your accountability partner. This will help keep you on track and focused. Check in regularly : Schedule regular check-ins with your accountability partner to discuss your progress and any obstacles you are facing. This will help you stay on track and get support when you need it. Celebrate successes: When you achieve your goals, celebrate your success and recognize the hard work that you put in to get there. In conclusion, accountability is important for achieving your goals because it increases motivation, improves focus, helps you overcome obstacles, and provides a sense of accomplishment. By setting clear and measurable goals, identifying an accountability partner, setting deadlines, checking in regularly, and celebrating successes, you can increase your chances of achieving your goals and realizing your full potential.

The power of accountability…and what I’ve realised… Accountability starts with the leader, role modelling the desired behaviour and empowering people to follow through on their commitments. It’s critical for people to take ownership and rise above, to focus on achieving results rather than looking for someone to take the hit, if something doesn’t go to plan. The power of having a common language enables people to have clarity, this is where the use of the Emotional culture deck comes into play. At a recent emotional culture workshop I ran with a group of leaders it became clear, the importance of having an accountability structure in place. When I looped back to the group a few days later I found only a handful of leaders had actually followed through on completing the rest of the work, even though there was a strong desire in the room at the time of the workshop to follow through. Feeling frustrated, from seeing a lack of follow through, I’ve realised I need to introduce a more effective way of holding people accountable. I don’t want people attending a workshop with me, when as soon as they walk out the door - nothing changes. That’s just a big waste of everyone’s time. Having an effective accountability strategy in place which nudges people to take action is key. I like it to the scaffolding supporting a building under construction. We don’t expect workers to be in an open space, with the risk that there’s a high chance they might fall off the edge. We put guardrails and expectations in place and we follow through to ensure everyone goes home at the end of the day. To me this is similar when attending training/courses or workshops. The question I found myself reflecting on was “What guardrails or support needs to be in place to continue the work outside of the sessions?” By incorporating mechanisms for accountability, such as micro commitments, following up and ongoing support, individuals can stay committed to their development goals, ensuring continuous improvement within teams and organisations. If we truly want to create cultures that people love and have an environment of encouragement and support then having an accountability step in place is key. What do you do to ensure accountability exists in the work you do? One word can flip your life. Many of us struggle to express how we really feel day to day. The Emotional Culture Deck gives voice to our emotions at work and home. Within a few minutes, it lets you start to put everything you are feeling on the table. Learn more here: https://lnkd.in/gdZBgjPe #leadership #personalgrowth #emotionalculturedeck #rehumanisingtheworkplace

Accountability often gets a bad rap. It's easy to view it as a punitive measure, something that puts us on the defensive. But what if we reframed accountability as an act of kindness and an opportunity for growth? Here's why embracing accountability is crucial for our personal and professional development....... 1. A Generous Act: 👊True Compassion: When someone holds us accountable, they invest their time and energy in our improvement. This act of generosity shows they care about our growth and success. 👊Constructive Feedback: Honest feedback, though sometimes uncomfortable, is a powerful tool for learning and self-improvement. It helps us see our blind spots and areas for enhancement. 2. A Path to Unlearning and Growth: 👊Correcting Wrongs: Accountability gives us the chance to recognize and rectify our mistakes. It allows us to learn from our errors and avoid repeating them in the future. 👊Continuous Learning: The process of being held accountable encourages a mindset of continuous learning. It pushes us to unlearn outdated practices and adopt more effective, ethical, and innovative approaches. **3. Building Resilience: 👊Embracing Discomfort: Growth often comes from stepping out of our comfort zones. While being held accountable can be uncomfortable, it builds our resilience and adaptability. 👊Long-Term Benefits: The discomfort of accountability is a small price to pay for the long-term benefits of personal and professional growth. It helps us become more competent, confident, and self-aware. **4. Fostering a Culture of Trust: 👊Transparency and Trust: In organizations, a culture of accountability fosters transparency and trust. When everyone knows they are accountable for their actions, it builds a more honest and collaborative environment. Mutual Respect: Holding each other accountable, respectfully and constructively, strengthens mutual respect and teamwork. It ensures that everyone is working towards common goals with integrity and commitment. **5. Accountability as a Leadership Trait: 👊Leading by Example: True leaders embrace accountability and model it for their teams. They understand that being accountable is not a sign of weakness, but a testament to their commitment to excellence and integrity. 👊Empowering Others: By holding themselves and others accountable, leaders empower their teams to take ownership of their work, make informed decisions, and strive for continuous improvement. Embracing accountability is a transformative practice that fuels personal and professional growth. It might be uncomfortable, but it is a discomfort that paves the way for greater competence, integrity, and success. If you liked this and would like to see more, please follow me Simon Crawford Welch, Ph.D. Repost this ♻️ to share it with your network. “In the meantime…. stay curious, my friends.” #Accountability #Leadership #SimonsInsights

Climbing the Ladder of Accountability: A Path to Personal and Professional Growth In today's fast-paced and ever-evolving business landscape, accountability is a cornerstone of effective leadership and team performance. The Ladder of Accountability is a powerful tool that helps individuals and organizations understand and improve their levels of accountability. 👉 The Eight Levels of Accountability 1. Unaware: At this level, individuals are not even aware of the situation or problem. They might say, "I didn't know" or "No one told me." 2. Blame Others: Here, individuals are aware but refuse to take responsibility, instead blaming others. Common phrases include, "You weren't clear." 3. Make Excuses: Individuals at this level make excuses to avoid responsibility, saying things like, "I can't because..." or "That's how we've always done it." 4. Wait and Hope: This passive approach involves waiting for the problem to resolve itself or hoping it goes unnoticed. 5. Acknowledge Reality: Individuals recognize the problem and acknowledge that something needs to be done, saying, "I should have done it." 6. Own It: At this stage, individuals take ownership of the problem and commit to not repeating the mistake, stating, "I won't make that mistake again." 7. Find a Solution: Proactive problem-solving begins here, with individuals saying, "Here's what I'm going to do about it. 8. Take Action: The highest level of accountability involves taking decisive action to resolve the problem, with individuals declaring, "I'm on it" and implementing solutions². 👉 Benefits of Climbing the Ladder Climbing the Ladder of Accountability offers numerous benefits for both individuals and organizations: 🔹Improved Performance: Teams that embrace accountability are more likely to meet their goals and deliver high-quality results. 🔹Enhanced Trust: Accountability builds trust within teams and with stakeholders, as people know they can rely on each other to fulfill their commitments. 🔹Greater Innovation: A culture of accountability encourages creative problem-solving and innovation, as team members feel safe to take risks and learn from mistakes. 🔹Personal Growth: Individuals who practice accountability develop valuable skills such as self-discipline, resilience, and leadership. 👉 Overcoming Challenges While the Ladder of Accountability is a powerful tool, it can be challenging to implement. Common obstacles include resistance to change, lack of clarity, and fear of failure. To overcome these challenges, leaders should: - Communicate the Benefits - Provide Continuous Support - Celebrate Successes 👉 Conclusion The Ladder of Accountability is more than just a framework; it's a mindset that can transform individuals and organizations. By understanding and applying the principles of accountability, leaders can create a culture of responsibility, trust, and continuous improvement.

Accountability: The missing piece of your purpose-driven puzzle? Let's be clear: Traditional accountability reeks of micromanagement and blame. It's a soul-sucking game of "gotcha" that breeds resentment, not results. But what if accountability wasn't a weapon, but a pact? A sacred agreement between you and your team, where trust, ownership, and mutual respect reign supreme? Here's the difference: → Traditional Accountability Top-down enforcement Fear of punishment Blame and shame Micromanagement Individualistic focus → Purpose-Driven Accountability Shared ownership Desire for growth Learning and improvement Empowerment and autonomy Collective responsibility The Secret: Accountability isn't about policing. It's about partnership. It's about co-creating a culture where everyone feels empowered to own their successes and failures, learn from their mistakes, and contribute to a shared vision. Here's how I work to forge this unbreakable pact: #1 Transparent Expectations: Clarity is the foundation of trust. Co-create clear, measurable goals that everyone understands and agrees on. No surprises, no hidden agendas. #2 Radical Candor: Feedback isn't a weapon, it's a gift. Embrace open and honest communication, both positive and negative. Create a safe space where everyone feels comfortable sharing their struggles and successes. #3 Celebrations and Debriefs: Celebrate wins as a team, big and small. When things go wrong, don't point fingers. Conduct blameless debriefs focused on learning and improvement. #4 Autonomy with Support: Empower your team to make decisions, take calculated risks, and own their projects. Be available to offer guidance and support, but resist the urge to micromanage. Trust them to do their jobs. Accountability isn't a one-and-done deal. It's an ongoing conversation, a continuous loop of trust, feedback, and growth. The result will be a team that's not just high-performing, but deeply connected, fiercely loyal, and relentlessly committed to your shared purpose. P.S Are you ready to ditch the outdated playbook and embrace a new paradigm of accountability? 👇 --- If you're a Leader of a Small Team who wants to build a purpose-driven team culture but feels stuck, you're not alone. Join me on this journey: 1. ♻️ Share it with your network to spark conversations about the challenges of purposeful leadership. 2. Follow + 🔔 → Laurie Banfi to connect with a community of leaders who are committed to redefining what's possible and making a difference. #leadership #strategy #collaboration #culture

Andy Reid said, "Are you going to let the little things slide or are you going to go do that extra bit of work to be great? Do you want to be great? Every day...be great." You're either setting the standard or allowing it to happen. Accountability starts with you. It means taking ownership of your actions, decisions, and outcomes. • It means self-leadership. • It means ownership. • It means responsibility. Great teams don't just talk about accountability, they build it into their daily habits. What to Know About Accountability: 1. Accountability starts with you - It always starts with you. When you do this, you set a standard for your own performance, ensuring that you meet your commitments and responsibilities. This self-accountability leads to personal growth and sets a positive example for others. 2. Accountability means communicating the standard - This involves clearly stating and sharing expectations and standards. Define what "great" looks like. By doing so, you ensure that everyone understands what is required of them, reducing misunderstandings, and setting a clear path for success. 3. Accountability is a commitment - Being accountable is a pledge to yourself and others to meet your obligations. It exemplifies follow through. It means committing to your promises and completing tasks to the best of your ability. This commitment fosters reliability and consistency in your actions. 4. Accountability means holding others accountable - This requires you to ensure that others are also meeting the standards and expectations set for them. It involves providing feedback, guidance, and support to help others improve and succeed. Holding others accountable helps maintain a culture of high performance and continuous improvement. 5. Accountability can't be delegated; it's your responsibility - Accountability is a personal duty that cannot be passed on to others. Even when working in a team, you must own your part of the project or task. This ownership ensures that you are actively engaged and contributing to the success of the endeavor. 6. Accountability is what creates success - Regular accountability leads to growth because it causes you to strive more and grow faster. It provides a built-in system of reflection in comparison to a specific standard. When you consistently hold yourself and others accountable, it drives progress and success, both individually and collectively. 7. Accountability builds trust - When you are accountable, others can rely on you to do what you say you will. This reliability builds trust among colleagues, friends, and family. Trust is essential for strong relationships and effective teamwork. "Accountability breeds response-ability." - Stephen Covey - - - Follow @coachajkings for more posts like this!