How many times have we heard “don’t take it personally”? If we are to improve ourselves, one suggestion is that we should take constructive criticisms, failures and setbacks personally. Taking something personally does not have to mean taking it emotionally, or in a self defeating manner. Taking something personally can mean evaluating how we can improve ourselves to minimize failures, setbacks and overcome obstacles. This can be an ongoing motivation driving us to strive for our best. We can then know that if we are striving to excel, we will make mistakes, have failures and setbacks, and take them as opportunities to improve ourselves. We can hold ourselves accountable, not wait to have someone hold us accountable. Personal accountability is fundamental to affecting positive change/growth within ourselves.

There are common traits in successful people and organizations. One powerful trait is accountability. Accountable organizations have clear goals and objectives, have strong leadership throughout the organization and expect that each employee holds themselves accountable for their own performance. The leadership continually demonstrates their own accountability while providing ongoing support to reinforce the accountable culture throughout the organization.

In accountable organizations there seems to be an absence of excuses and blaming of others. Focusing on eliminating these two counterproductive activities can help point your organization towards a culture of accountability. Having people focus on what needs to be done rather than focusing on what is wrong, combined with helping people focus on what needs to be done to overcome the obstacles hindering them from achieving their goals will foster an organization that fixes problems rather than collects them. Fostering accountability can create an environment that has employees excited and proud to come to work. The employees understand that their function is critical to the overall success of the organization. Work is not just a paycheck, it becomes a place of significant contribution at all levels of the organization.

When I look back at highly effective organizations, I see a common behavior. The people within the organizations took what they did “personally”, in a sense, they “owned” a department, project, account or job. They held themselves accountable. These folks did not afford any time for blaming and excuses. They understand that time is fixed and one can spend it with either productive or counterproductive activities. As organizations get to the point where the employees are holding themselves accountable, there is little tolerance for counterproductive behavior. The focus turns to finding ways to become more effective and achieving goals. These organizations are positioned for continual improvement and a realization of their goals.

Creating organizational accountability is worth the effort and discipline. It can create an environment of high level effectiveness while fostering self confidence, pride of ownership and a sense of accomplishment within the employees. This atmosphere can be contagious and exhilarating.

For more information on how to develop an accountable organization email Art Zinszer at art.zinszer@avidratings.com