Gustavo Razzetti put the following in a LinkedIn post recently—
Organizations have an accountability crisis.
Research shows that 82% of managers say they have limited to no ability to hold others accountable. 🤔
Rather than holding people accountable, promote a sense of ownership.
Create a culture where people feel they own their work.
Psychological ownership motivates people to go above and beyond – it increases job satisfaction, commitment to the organization, and performance.
Then he went on to attach the following lengthier article to the post.
One of the comments in the LinkedIn post comment chain stuck out to me. It’s from Maren Gube Here it is—
Great points in your article as always, Gustavo! Also, very much supported by theories of motivation, particularly one of my favorites, Self-Determination Theory. Deci and Ryan suggested that when three specific psychological needs are met, people are more likely to be intrinsically motivated and self-determined (i.e. take ownership). Autonomy – let me decide how I do my job; Relatedness – inclusion and a feeling of belonging, being valued, listened to, and respected in the workplace; Competence – help me make sure that I have (and/or grow into) the skills I need to do my job well.
Weighing In
I want to react to the theme rather than the content because I think Gustavo did a great job of exploring the idea.
I’d like to offer a switch from us ever using the term accountable. That is—I’m going to hold you accountable for…
Why?
Because accountability isn’t something you prescribe to someone or you do to them. Fortunately, you can’t make someone accountable or responsible for that matter. And, if you can’t, then stop trying to do it.
But, Bob, what do I do instead? Super glad you asked.
As a leader, you own creating the climate, the culture, the ecosystem for your people to—
Emerge, grow and become more accountable
Emerge, grow and become more responsible
Emerge, grow and take more ownership
If you think there is an Accountability Crisis? Or, if you’re not seeing the accountability, responsibility, and ownership you desire across your organization, then…
Look in the mirror and ask yourself—what am I doing that is preventing that from emerging?
The point being, it’s on you, not them.
Stay agile my friends,
Bob.
BTW: Gustavo, great work. Please keep it up!