Coaching employees—especially those underperforming—is often critical for a leader. Everyone seems to understand that accountability is essential, but does anyone know exactly what we’re discussing? For many, it’s a buzzword tossed around in meetings or performance reviews without clarity.
However, when applied correctly, proper accountability is measurable, actionable, and transformational.
To make accountability more tangible, it helps to break it down into four core elements: identifiable outcome, evaluation, awareness, and social presence. These elements define accountability and help create the framework needed to measure and foster it effectively.
Let’s examine these elements to understand how they can elevate your leadership and improve coaching outcomes.
1. Identifiable Outcome
The first and perhaps most critical element of accountability is knowing what someone is being held accountable for. Without clarity on goals, accountability becomes meaningless.
The best way to set these expectations is by using SMART goals: Specific, Measurable, Achievable, Relevant, and Time-Bound. These criteria ensure that everyone involved understands the target and can work toward it effectively.
For example, consider an employee tasked with improving customer satisfaction scores. A SMART goal would state: “Increase customer satisfaction survey scores by 10% over the next quarter.” This goal is clear, measurable, and time-bound, leaving little room for ambiguity.
Another litmus test for an identifiable outcome is to ask yourself: If a third party were to evaluate this goal, would they immediately understand what the individual is being held accountable for?
If the answer is no, it’s time to revisit the goal and clarify any misconceptions. Identifiable outcomes are the foundation of accountability, providing a roadmap for success.
2. Expectation of Evaluation
Accountability requires the expectation that progress will be evaluated. Without this, goals may lose their importance or urgency. Setting goals is not enough; a mechanism must be in place to measure progress and outcomes.
This can sometimes be a tricky area, especially if the person being coached resists evaluation. You have to drive it home that their work will be evaluated and that their work will push their career forward.
Consider the example of a job description that requires an employee to be in the office by 9 AM. The expectation of evaluation means that the individual understands someone will be checking whether they or not they show up on time.
Leaders must address resistance to evaluation by framing it as a growth opportunity rather than a judgment. Regular check-ins, constructive feedback, and a supportive tone can help employees view evaluation as a tool for improvement rather than criticism.
For instance, using phrases like, “Let’s review your progress to see what’s working and where we can make adjustments,” can create a collaborative atmosphere. Even a quick compliment can make a huge difference.
When evaluation becomes an expected and regular part of the process, accountability is reinforced, and employees are more likely to stay on track.
3. Awareness
One of my favorite definitions of integrity is what someone does when no one else is watching. However, as a leader, you are rarely, if ever, out of sight. Your team observes everything you do—your words, actions, and decisions. This constant scrutiny means that your awareness as a leader is a critical component of accountability.
Employees watch to see if you live by the same standards you set for them. Are you punctual for meetings? Do you treat team members with respect? Are you consistent in applying rules and policies? The way you carry yourself sets the tone for the entire organization.
For example, imagine a leader who emphasizes the importance of work-life balance but regularly sends late-night emails. This contradiction undermines their credibility and makes it harder for employees to take their guidance seriously.
Awareness also extends to self-reflection. As a leader, you must continually evaluate whether your actions align with the principles you expect your team to uphold. When you model accountability, instilling the same mindset in those you coach becomes easier.
4. Social Presence
Social presence is the fourth element in establishing accountability, which can also be considered peer accountability. While some individuals are naturally self-motivated, others may benefit from the added push of being accountable to a group or a trusted partner.
In the workplace, this could mean participating in team reviews where everyone shares progress updates on their goals. Knowing that colleagues will hear about their progress—or lack thereof—can be a powerful motivator. Similarly, managers can foster a culture of accountability by encouraging collaboration and open communication within teams.
At home, social presence might look like setting personal goals and sharing them with family members or close friends who can provide encouragement and accountability. For instance, someone trying to stick to a fitness plan might find it easier to stay on track if they share their progress with a workout partner.
The key is to create an environment where accountability is seen as a positive force, driven by mutual respect and shared goals, rather than as a punitive measure.
Coaching Accountability in Practice
Coaching accountability involves going beyond vague expectations and drilling down into specific, actionable elements. Leaders can create a framework that fosters growth and performance by focusing on identifiable outcomes, establishing a clear expectation of evaluation, maintaining awareness, and leveraging social presence.
For instance, when coaching an underperforming employee, start by identifying the specific areas for improvement and setting SMART goals. Establish regular check-ins to evaluate progress and provide feedback.
Model the behavior you want to see, demonstrating integrity and commitment to your set standards. Finally, encourage employees to engage with their team, creating a sense of shared responsibility and support.
When these four elements are applied consistently, they can transform accountability from a buzzword into a powerful tool for leadership development. Not only will your team perform at higher levels, but you’ll also build a culture of trust, transparency, and mutual respect.
As a leader, accountability isn’t just something you enforce—it’s something you embody. By mastering these elements, you’ll be better equipped to coach your team to achieve their full potential and drive meaningful results.
