Accountability
Difficult conversations take many forms, though in the workplace they are typically about holding someone accountable for something they have or have not done. This may be related to their behaviour, their words, lack of attention or an exercise of poor judgement.
Done well, a difficult conversation has the capacity to improve the performance of the individual, the team they are in and even the organisation as a whole.
Often, we fear initiating difficult conversations, tending to avoid them altogether. The result is that the situation is not corrected and often deteriorates.
This fear can stem from innumerable factors, all of which are real to those who hold them. A common fear is that we don’t want to hurt the feelings of the person being held to account. But to perform at our best, it is vital that we get over the fears of having difficult conversations.
In a recent client workshop, one of their leaders succinctly articulated a different way of looking at difficult conversations that helps to cut through that fear. Danny’s observation was “people hold you accountable because they care. They care about you, those around you and the business, that’s why they hold you accountable.”
This insight, that has been transformative for other leaders I have shared it with since. It provides a positive backdrop to approaching the conversation and enables that conversation to be considered in a more positive light. It’s a gift from someone who cares.
In the executive team that Danny is a member of, I have seen their confidence grow in holding each other to account and watched them become a stronger, more successful team as a result. Maybe this also provides a key to open the accountability conversation with your colleagues?