We put the Talent in Applications

  • Authors

  • Blog Stats

    • 611,118 hits
  • Topics

  • Archives

  • Fistful of Talent Top Talent Management blogs
    Alltop, all the top stories

Why trust requires accountability and consequences

Posted by Meg Bear on January 13, 2012

As a leader it is your job to build an organization that trusts each other.  Trust is the glue that keeps everyone together and opens up the opportunity for great things to happen.

In order to have trust, your must have accountability — it is not possible to get trust by edict.   Without accountability, trust is damaged, and repairing trust becomes a management time sink.

Accountability comes when there is alignment with both rewards and consequences.  We talk a lot about rewards and high performance, but we probably don’t talk enough about consequences.

There must be a shared upside when things go well and shared consequences when they do not.  There must be proper analysis around the root cause of problems — often when you dig into the problem objectively, you see that it’s really a lack of connecting the dots.

Without accountability, there will never be trust.  What are you doing to consistently require high performance from your team?  How is that helping build more trust and results?

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

%d bloggers like this: