Accountability - The Cornerstone of Success

One of our Core Values is Accountability. What does that mean for each of us and why is it important?

Accountability is one of our Core Values: we accept responsibility for achieving targeted goals and objectives.

The most obvious way we all put our Accountability Core Value into action is through the Performance Management process – goal setting, performance reviews, and performance improvement plans. When used consistently to communicate expectations, identify areas for improvement and give constructive feedback, the Performance Management process provides us with the tools we need to succeed while holding us accountable for our performance.

Difference Between Accountability and Responsibility

Although frequently referred to, the concept of accountability can often be misunderstood. It might help to explain the difference between accountability and responsibility. While responsibility implies the obligation to act, accountability adds the element of liability for the outcome of those actions.

Accountability acknowledges that choices have consequences and that individuals are obligated to accept ownership of both successes and failures. This includes acknowledging mistakes, learning from them, and taking corrective action. A truly accountable individual doesn’t just accept blame, they actively seek to understand the root causes and implement solutions to prevent similar issues in the future.

Accountability in the Workplace

In the work environment, accountability is fundamental. Here are some examples of what being accountable looks like:

• Taking ownership of projects: acknowledging mistakes and taking steps to correct them and learn from them
• Meeting deadlines
• Consistently delivering high-quality work
• Taking initiative and contributing innovative ways to help the organization succeed

A critical component of accountability is transparency. When actions and decisions are communicated and understandable, it fosters a sense of shared responsibility. Knowing we all have a part in the process and our team’s success generates the desire to want to do more of what it takes to “win”.

Accountability in Action

As the year wraps up and you’re thinking about your 2024 performance, give extra thought to the goals that weren’t met. Were they achievable? What could you have done differently? And when you’re identifying goals for 2025, consider revisiting those goals with a renewed outlook on how to hold yourself accountable (using the list above) for achieving your 2025 goals.

To learn more about the Performance Management process, please reach out to your HR Manager, and look for an announcement about our 2025 Enterprise goals before the end of January 2025.