Quotes About Accountability

Who must do the harsh things? He who can.

Standards are the responsibility not only of those providing them but of those receiving them, too.

Right actions in the future are the best apologies for bad actions in the past.

Hell is truth seen too lateduty neglected in its season.

There's no greater joy in life than enjoying power without responsibility. - Mukta Prajapati

Starflight and Moon didn't kill Hailstorm!" Winter shouted. "Queen Scarlet did!

You've had choices, and we haven't seen you make any good ones yet.

Firing someone is not necessarily a sign of accountability, but is often the last act of cowardice

find someone who can demonstrate trust, engage in conflict, commit to group decisions, hold their peers accountable, and focus on the results of the team, not their own ego.

Many people will try to get a job even if they don't fit the company's stated values, but very few will do so if they know that they're going to be held accountable, day in and day out, for behavior that violates the values.

The most important part of the development process, and the part that is so often missing, is the leader's commitment to constantly "reminding" an employee if she is not yet doing what is needed. Without this, improvement will not occur.

it is far more natural, and common, for leaders to avoid holding people accountable.

Conflict is about issues and ideas, while accountability is about performance and behavior.

A leadership team is a small group of people who are collectively responsible for achieving a common objective for their organization.

I think we need to start having a Headline News every day, for five minutes. We could call it a Daily Check-in or something. That means we should get together in a conference room, standing up, and just announce what we're all doing.

The key to all of this, then, is to teach team members to get comfortable being exposed to one another, unafraid to honestly say things like "I was wrong" and "I made a mistake" and "I need help" and "I'm not sure" and "you're better than I am at that" and yes, even "I'm sorry.

I really want to know what you'd like to change about yourself, or better yet, what your best friends would say you need to work on." The key to the answer is not what their weaknesses are (unless of course they're an axe murderer), but if they're comfortable acknowledging something real.

From interviews and orientation to performance reviews and compensation decisions, "the three virtues," as they came to be known, were to be regular topics of conversation. And, of course, there was plenty of hands-on, practical training around the five behavioral manifestations of teamwork: trust, conflict, commitment, accountability, and results. Those courses had become much more effective with participants who shared the three underlying virtues.

Because of this lack of real commitment and buy-in, team members develop an avoidance of accountability, the fourth dysfunction. Without committing to a clear plan of action, even the most focused and driven people often hesitate to call their peers on actions and behaviors that seem counterproductive to the good of the team.

Failure to hold one another accountable creates an environment where the fifth dysfunction can thrive. Inattention to results occurs when team members put their individual needs (such as ego, career development, or recognition) or even the needs of their divisions above the collective goals of the team.

Clients don't expect perfection from the service providers they hire, but they do expect honesty and transparency. There

More than any policy or system, there is nothing like the fear of letting down respected teammates that motivates people to improve their performance.

ADMIT YOUR WEAKNESSES AND LIMITATIONS

teams should commit to doing Daily Check-ins for a set period of time—perhaps two months—before evaluating whether or not they are working.