The #1 Question

Written by Randy Mayes

I’ve been speaking around the country on “How to Lead Today’s Workforce.”  I feel a little bit like Johnny Cash in the song “I’ve Been Everywhere”. I’ve given this presentation in Texas, South Carolina, Montana, Indiana, Minnesota, and, of course, my home state of Missouri.  

In this presentation, I talk about current findings in neuroscience and organizational psychology that can help us lead others more effectively, particularly Millennials and Gen Z. The #1 question I get from leaders around the country is, “How do I hold people accountable?” 

Well, let me start by saying you don’t.  When there is a true culture of accountability, people hold themselves accountable. And your response is probably going to be, “But they aren’t”. So let’s work on that. For clarity’s sake, we are focusing on how to get people to hold themselves accountable, not on how you hold people accountable. The latter of these two is near impossible; the former will be a gift to both you and them.

Building accountability within your team starts with engagement. It’s not enough to assign tasks and expect results—leaders must actively involve employees in the process, create clarity, and foster a sense of shared purpose. Here’s a guide to doing just that:

1. Engage the Employee

Accountability starts with engagement. The more involved an employee is in the goal-setting process, the more ownership they feel. Engaged employees understand their roles, how they contribute to the bigger picture, and why their work matters.

2. Define what Winning Looks Like

The first step in building accountability is defining what success means. When employees know exactly what they are working toward, they are more likely to stay focused and aligned. This could be specific, measurable targets like “increase sales by 15%” or “improve customer retention by 10%.” Whatever it is, make it clear and measurable.

3. Action Follows Clarity

Clarity drives action. Once everyone knows what winning looks like, it becomes easier to take the right steps toward success. Without clarity, people may work hard but still fail to achieve the desired outcomes. The more clearly goals are defined, the more streamlined and effective actions will be.

4. Co-Create Clarity

The best way to create clarity is to co-create it. Don’t just dictate goals—invite employees to participate in setting them. When employees have input, they feel a greater sense of ownership. This also ensures that the goals are realistic and aligned with both the organization’s needs and the employee’s capabilities.

5. Everyone is Driven by Purpose

Purpose is one of the most powerful motivators. People don’t just want to work for a paycheck; they want to feel like their work matters. Understanding this, the key question is: How do you develop a shared purpose between the individual and the organization?

6. Develop a Shared Purpose

Shared purpose changes everything. When you and your team want the same thing, the chances of that thing happening go through the roof. The way to develop a shared purpose is to co-create it together. This is naturally happening if you are executing steps 1-4 above, and then continue to talk about your progress.  

7. You Can’t Motivate Others, But You Can Create a Motivating Environment

It’s important to recognize that you can’t directly motivate people. Motivation comes from within. However, you can create an environment that fosters motivation. This means providing opportunities for growth, recognizing achievements, and creating a positive work culture. By creating an environment where people feel valued and supported, motivation will naturally follow.

8. Use a Visual Scoreboard

A visual scoreboard is a great way to maintain accountability. It lets everyone know if they’re winning. When employees can see their progress, it reinforces a sense of accomplishment and provides clear feedback on where they stand. This could be a performance dashboard, a project timeline, or any visual tool that tracks progress toward goals.

9. Ongoing Conversations and Coaching

Accountability isn’t a one-time conversation; it’s an ongoing process. Regular check-ins are essential. These conversations provide opportunities for feedback, adjustment, and support. Coaching should focus not just on results but also on how the employee is feeling, what challenges they are facing, and what resources they need to succeed.

In summary, accountability is about creating a shared understanding of success, fostering an environment that encourages motivation, and maintaining ongoing support through coaching. By engaging employees in defining their goals and aligning them with a shared purpose, you create a culture where accountability is not just expected, it’s embraced.