Last week’s issue: The Power of Celebration

Sign Up | Advertise
Join 7000+ leaders

If you're just joining us, welcome to House of Leadership—a weekly leadership newsletter helping leaders grow their careers.

If you find value in these newsletters and would like to support this publication, you can become a paid subscriber.

Looking to start a newsletter? Use Beehiiv (it’s what we use)

Hire Ava, the Industry-Leading AI BDR

Ava automates your entire outbound demand generation so you can get leads delivered to your inbox on autopilot. She operates within the Artisan platform, which consolidates every tool you need for outbound:

• 300M+ High-Quality B2B Prospects

• Automated Lead Enrichment With 10+ Data Sources Included

• Full Email Deliverability Management

• Personalization Waterfall using LinkedIn, Twitter, Web Scraping & More

Book a demo to see what Ava can do.

_{What we’ll learn in today’s Newsletter}

• How to foster ownership and accountability without resorting to blame.

• The importance of modeling accountability as a leader to set a positive example.

• Why understanding the personal context behind performance is key to empathetic leadership.

• How to provide constructive feedback that encourages growth and improvement.

• The role of support and resources in helping your team succeed while holding them accountable.

• How to create a growth-oriented culture where accountability is seen as an opportunity for learning.

Accountability is a cornerstone of leadership, yet it’s often misunderstood. Too frequently, leaders swing between extremes—micromanaging their teams into frustration or avoiding difficult conversations altogether. True accountability, however, isn’t about control or punishment. It’s about setting clear expectations, fostering ownership, and creating an environment where people feel responsible for their commitments. Most importantly, it must be done in a human way—balancing empathy with results.

So, how do you hold your team accountable while maintaining trust, morale, and engagement? Here’s a roadmap for making accountability an empowering and positive experience.

1. Set Clear Expectations Upfront

One of the biggest reasons people fail to meet expectations is because they were never clearly defined in the first place. Leaders sometimes assume that their teams "should just know" what to do, but assumptions create gaps. Accountability begins with clarity.

• Define what success looks like. What specific outcomes do you expect? When is the deadline? What are the quality standards?

• Ensure mutual understanding. Ask your team members to paraphrase the expectations in their own words. This helps confirm alignment.

• Tie expectations to a larger purpose. People are more committed when they see how their work contributes to a broader goal. Instead of saying, “I need this report by Friday,” explain, “This report helps our leadership team make key decisions for next quarter’s budget.”

When expectations are crystal clear, accountability becomes easier because there’s no room for ambiguity.

2. Create a Culture of Ownership

Accountability works best when people feel ownership over their work rather than simply following orders. Leaders should cultivate an environment where team members see themselves as the owners of their responsibilities.

• Encourage autonomy. Give your team the freedom to decide how they will meet expectations. Autonomy increases engagement and personal investment.

• Foster a problem-solving mindset. If something isn’t working, rather than fixing it for them, ask: “What solutions have you considered?” or “What do you think is the best next step?”

• Publicly celebrate ownership. Recognize team members who proactively take responsibility. Praise individuals who take initiative, meet commitments, or even own up to mistakes.

A culture of ownership makes accountability feel less like an external pressure and more like an internal commitment.

3. Give Regular, Constructive Feedback

Feedback should never be reserved for annual performance reviews. Accountability requires ongoing conversations where employees receive guidance, course correction, and encouragement.

• Provide feedback promptly. If someone is off track, address it early. Waiting too long allows bad habits to solidify.

• Balance positive and corrective feedback. A study by the Harvard Business Review found that the most effective leaders give about five positive comments for every corrective one. When people feel appreciated, they’re more open to constructive criticism.

• Be specific and behavior-focused. Instead of saying, “You’re not proactive enough,” say, “I noticed that you didn’t follow up with the client after the meeting. What happened?”

Regular feedback ensures that accountability conversations don’t feel like a surprise—they become a normal, expected part of the work environment.

🗞️ Things worth checking out

Learn how to make AI work for you

AI won’t take your job, but a person using AI might. That’s why 800,000+ professionals read The Rundown AI – the free newsletter that keeps you updated on the latest AI news and teaches you how to use it in just 5 minutes a day.

Sign up to start learning.

4. Support, Don’t Shame

One of the biggest mistakes leaders make is using shame as a tool for accountability. Public call-outs, harsh reprimands, or guilt-inducing comments may produce short-term compliance but erode trust in the long run.

Instead of shaming, try:

• Assuming good intent. Most people don’t deliberately underperform. Start with curiosity rather than accusation: “I noticed you missed the deadline—what got in the way?”

• Providing support. If someone is struggling, ask how you can help. Do they need additional training? Clearer priorities? More resources?

• Keeping accountability private when needed. If an issue needs addressing, do it in a one-on-one setting rather than in front of the whole team.

When employees feel safe discussing challenges, they are more likely to take accountability without fear.

5. Use Accountability as a Development Tool

The best leaders don’t just hold people accountable to get things done—they use accountability to develop their team’s skills and confidence.

• Ask self-reflective questions. Instead of just stating what went wrong, ask: “What would you do differently next time?” or “What lessons did you take from this?”

• Encourage peer accountability. When teams hold each other accountable (instead of relying solely on the leader), it strengthens teamwork and commitment.

• Connect accountability to growth. Frame mistakes as learning opportunities: “I know this project didn’t go as planned, but I see potential in you. Let’s use this as a stepping stone to get even better.”

When accountability is framed as development, it feels less like a judgment and more like an opportunity.

6. Follow Through—Consistency is Key

Nothing undermines accountability faster than inconsistency. If leaders enforce expectations one week and ignore them the next, employees become confused and disengaged.

To maintain consistency:

• Be fair. Hold everyone to the same standards—playing favorites damages credibility.

• Address small issues before they become big ones. A missed deadline today can become a pattern if it’s ignored.

• Model accountability yourself. If you expect punctuality, be on time. If you demand ownership, admit when you make mistakes. Leading by example reinforces expectations.

Consistent follow-through shows that accountability isn’t situational—it’s a core part of your team’s culture.

7. Recognise and Reward Accountability

People are more likely to embrace accountability when they see that it leads to positive outcomes. Recognizing and rewarding accountability reinforces its value.

• Celebrate wins. Whether it’s hitting a team goal, an individual stepping up, or someone learning from a mistake—acknowledge it.

• Tie accountability to career growth. When employees see that taking ownership leads to promotions, exciting projects, or new opportunities, they’re more motivated to be accountable.

• Express appreciation. A simple “I appreciate you taking responsibility for that” can go a long way.

Reinforcing accountability with positive recognition makes it something people strive for, rather than something they avoid.

Conclusion: Making Accountability a Positive Force

Holding your team accountable in a human way isn’t about catching people when they fail—it’s about setting them up for success, supporting them along the way, and ensuring they feel ownership over their work.

By setting clear expectations, fostering a culture of ownership, providing constructive feedback, and leading with empathy, you can turn accountability into a tool for engagement and growth. When done right, accountability doesn’t feel like a burden—it becomes a shared commitment that drives both individual and team success.

A truly great leader doesn’t just hold people accountable—they empower them to hold themselves accountable. And that makes all the difference.

Want more?

🚀 Subscribe to my premium newsletter for exclusive insights, proven strategies, and next-level growth tips that you won’t find anywhere else