Accountability: transformation through responsibility
If you wish to change your behaviour—whether it is about working more effectively, listening better, or planning your work more efficiently—a ‘stick behind the door’ is crucial. At The Ascent, we utilise accountability for this purpose. It is a method where you work in pairs to actively support your behavioural change. How does this work precisely?
Step 1: Formulate your learning objectives
The first step is to establish clear, concrete learning objectives. What behaviour do you wish to cease, and what can replace it to enhance your effectiveness? This is where the power of feedforward comes into play. This principle is inspired by Marshall Goldsmith, an expert in fostering sustainable behavioural change for leaders and teams. Unlike feedback, which reflects on a failed past, feedforward focuses on suggestions for a positive future. Here, we ask you to gather suggestions from your environment for potential learning objectives.
Accountability in action
Once your learning objectives are clearly formulated, you can put accountability into practice. This means working in pairs and assessing each other several times a week on the progress of these objectives. Have you done your utmost to exhibit the desired behaviours? Initially, this may feel unfamiliar, but it proves to be an effective way to adhere to your intentions. Your accountability partner holds you accountable and assists you by posing reflective questions.
In this context, behaviour pertains to actions that are visible, audible, and tangible to others. Suppose you wish to listen better in meetings. A tangible behavioural change could be starting each meeting with an open question to genuinely hear the others.
Why does accountability work?
The strength of accountability lies in the daily, direct confrontation with your behaviour. It helps to remain aware of your learning objectives, even amidst the hectic workday. Rather than content always taking precedence, your professional skills become equally important. This is particularly effective when you share your goals with your team and remain open to compliments and encouragement. Small steps lead to great impact; if everyone becomes slightly more effective, the entire organisation benefits.
Examples of learning objectives:
I wish to be more present with others by speaking less, listening more, and asking more questions
I wish to assert myself by saying no more often or delegating work
I will allow myself to be vulnerable by asking questions or making suggestions of which I fear the possible judgment (e.g., seeming foolish)
I will communicate my observations on behaviour to others (instead of keeping them to myself)
I shall bring structure by sending out meeting agendas in advance, facilitating them strictly, and distributing minutes
By employing accountability, behavioural change becomes not only achievable but also enduring. It renders personal development more powerful and effective.
