Me: Why didn’t you alert about the problem? Friend: I am not in charge of that, it is not my responsibility.
I was recently heared it from a friend about a project that didn’t end on the right terms.
BE or MAKE responsible
What is better?
- Hold your people accountable?
- That they are responsible?
It is very easy to think that being a manager you have the power and authority to make EVERYTHING work properly just by “mandate”.
Thinking that the team you manage needs specific and detailed direction, threats, restrictions without justification, constant surveillance, or that they cannot do it without IT.
That with favorable results it is “thanks to you” or otherwise “they are responsible”.
The truth is that, ideally, everyone should be accountable for their own results, generate initiatives and follow up thoroughly and strategically on them, and fulfill the commitments.
R.O.L.E.
Responsible, Obligated, Liable, Expected
To make it easier for each and every one of us to be properly accountable, we must define expectations from the beginning by defining the ROLE.
For each task, each one must be completely clear that one is:
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Responsible to complete goals in a timely manner within the defined parameters, either time or money.
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Obligated to answer to someone. Their peers, the client, the stakeholders, etc.
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Liable on the respective results and consequences.
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Expected to explain or justify their actions and decisions.
Promoting Responsibility
Therefore, the best way promoting our people to be responsible is through:
- Goals and Expectations: allows them to define their work and goals aligned to the business, to be proactive and take initiative.
- Autonomy and Trust: trust that they will seek to exceed their goals, without losing track Continuity and Cadence
- Purpose and Connection: involve and promote rather than command and control.
- Candor and Transparency: inspire them to stand out instead of remaining in mediocrity; to know the importance of their contribution.
- Training and Feedback: don’t give solutions, let them find them.
Summary
Back to the starting point.
Was my friend responsible or not?
Of course he was, from the team’s result. While his lack of proactivity was not the root cause of the negative results, they did contribute to it happening.
The business advantages of having responsible people are clear:
- Better performance and preparation for greater challenges
- Less conflict and confusion
- Exceed standards
And for one, as a manager:
- Reduce time spent on supervision and deal with mediocre and poor performance.