How to build a culture of accountability at work

We've all been in a conversation that includes the words, "It's not my fault," or perhaps someone naming and shaming the person they believe is responsible for a task going wrong.

In fact, this type of behaviour is common in many organisations. Sometimes it exists in small pockets, while in others it becomes embedded throughout the business.

So why is this?

Surely it creates a better working environment and stronger relationships if, instead of blame, there is a culture of accountability.

Why do blame cultures develop?

Blame is often driven by fear.

Worse still, some leaders who manage in this way may not even realise they are doing it.

As a result, people become afraid to admit mistakes and only share the good news rather than the full picture.

When this happens, people feel uncomfortable being honest if something has gone wrong, regardless of where the root cause actually lies.

Even though behaviours are demonstrated by people, they can often begin with poorly designed systems or processes.

What happens in a blame culture?

Aside from the fear of speaking up when something hasn't gone to plan, blame cultures prevent so much great work from happening.

Blame inhibits ideas and innovation. People become reluctant to take calculated risks because they fear negative consequences.

Instead of taking ownership, people often fall into excuses or denial. They become unwilling to put their heads above the parapet because they fear criticism or reprisal.

Blame also consumes time and energy, both physically and emotionally.

This can lead to:

• Reduced motivation.
• Poor morale.
• Teams that don't fully support one another.

This doesn't necessarily mean people perform badly in their individual roles.

It simply means they're missing the opportunity to become a truly great team.

What does an accountability culture look like?

From my own experience, an accountability culture is one where people feel safe enough to admit mistakes and learn from them.

It's an environment where people are prepared to take calculated risks, reflect on the outcomes and continuously improve.

People can be honest, constructive and supportive while still challenging one another positively.

How do you move from blame to accountability?

This is the beginning of a journey.

Firstly, create a shared understanding of what you mean by culture.

Culture is often described as:

"The way we do things around here."

If that's true, then you're trying to create a new and better way of working together.

Everyone involved needs to understand where the organisation is today and what the desired future looks like.

The best way to achieve this is by involving people in the vision and empowering them to help shape it.

It may sound obvious, but culture only changes when people begin behaving differently.

That takes time.

People also need to understand that new behaviours may feel uncomfortable before they become natural.

Start with honest conversations

If you're going to embrace meaningful change, it starts with honesty.

Take a benchmark of where things currently stand so you can measure progress over time.

Connect with the right people, whether they're within your own team or outside the organisation and begin letting go of the behaviours that have been holding people back.

For lasting change to happen, leaders need to role model the behaviours they want to see.

However, accountability doesn't always have to begin across an entire organisation. Individual teams can often lead the way.

Encourage personal responsibility

People need to take personal responsibility for their actions, own their situations and feelings, and let go of excuses.

Sometimes this requires developing new communication and leadership skills.

Training can provide an opportunity to draw a line under old behaviours and begin adopting new ways of working.

Done well, this creates the conditions for more open, honest and constructive conversations.

It sounds simple, but meaningful culture change rarely happens overnight.

It can feel uncomfortable at first, particularly if people have become used to working in a blame culture.

Creating lasting change

The question is:

• How much do you want the future state?
• It's easy to continue doing what feels familiar.
• It's much harder to choose a different way of working.

Building an accountability culture requires commitment, consistent leadership and a willingness from everyone to learn rather than blame.

When people feel safe to speak up, take ownership and learn from mistakes, organisations become stronger, teams become more engaged and positive change becomes far easier to sustain.

So, what will keep you focused on that goal when you're in the thick of it?