team3.pptxGroup Y: Cameron Royes, Gaby Guzman, Luke Offen, Puneet Sampat
April 26, 2022
MANA 5360-001
An obligation or willingness to explain one’s actions or to admit being the cause of a problem
The responsibility of an individual, organization, or government to clarify or justify actions
Striving to do one’s best at any assignment or obligation and taking ownership of the results
Accountability
Examples of Accountability.
Referred to in many different ways. Assumptions, expectations, responsibility, ownership, etc…
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Assumptions
Expectations
Responsibility
Ownership
Obligation
Commitment
Transparency
Examples
For those of us who have younger or older siblings, we encountered accountability when they broke our toys and we wanted to make sure they were held accountable for their actions.
While driving on the roads, we are holding everyone accountable that they are not driving under influence.
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At Home
Sibling blame
Unwilling to do chores
Lack of discipline
On the Road
Drunk driving
Rash driving
Distracted driving
At Work/School
Lack of commitment
Tardiness/Absence
Lack of transparency
Project Example
Team
Ross, Rachel, Chandler, Monica, Joey, and Phoebe
Project
Presentation on United States
History
Geography
Government and Politics
Economy
Demographics
Culture
Working on this group project, I am assuming you all held your team members accountable to do their respective portion of the project.
Similarly Ross, Rachel, Chandler, Monica, Joey, and Phoebe were working on a project together but didn’t really take accountability seriously which lead to the following issues on their project.
Procrastination
No one took initiative to take leadership role. Everyone was waiting for someone else to initiate until project deadline was a week away. Everyone thought if others are not worried why should I.
One can also assume there was lack of trust and/or egos which is why no one took the initiative.
Duplication of work
Due to procrastination, the team was rushed to meet the deadline which led to overlapping of tasks. Insufficient time caused the team to rush into their tasks which lead to lack of communication. This led to people doing others work also wasting time and resources.
Poor quality
We all know that rushing leads to higher probability of errors which ultimately results in poor quality. Everyone ended up getting a C on the assignment because they ran out of time in the end and did not have enough time to fix the errors on the project.
Blaming and Finger-pointing
Just l like no one took responsibility in the beginning, everyone wanted to blame others for the poor quality and poor grade on the project at the end.
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Procrastination
No one took initiative
Duplication of Work
Insufficient time
Poor Quality
Blaming and Finger Pointing
Lack of trust and/or egos
Lack of communication
Lack of commitment
Free riding
Scored 72 on project
Accountability Pros
1) More Employee Participation/Involvement – involving employees with goal-setting, escalating duties usually outside their typical responsibilities, and assigning them the authority to achieve these objectives can motivate employees and grant them the autonomy the complete their work. Additionally, employees are able to grow more competent and increase their confidence in their skills.
2) Accountability can Bolster Company Culture – “When a culture is imbedded with honesty and integrity, it enables employees to acknowledge mistakes without a fear of blame.” From this, teams can reflect, learn and move forward more easily. Establishing goals, following through on promises and supporting others throughout the process creates buy-in and trust. This empowers teams to overcome obstacles and celebrate success together.
3) Accountability is Good for the Bottom Line – When teams aren’t continually spending time trying to weed out personnel issues, more energy can be devoted towards pushing the firm forward. An organization becomes more efficient and devoted to exceed goals and improve performance. An “addition by subtraction” effect takes place, where companies are better off because they no longer deal with culture conflicts or gaps in accountability. Companies benefit from optimal problem-solving skills from employees, and the execution of organization goals remains the top priority.
4) Assigning Standards/Roles – As Lencioni suggests, “Once we achieve clarity and buy-in, we have to hold each other accountable for what we sign up to do, for higher standards of performance and behavior.” Lencioni also states that the dysfunction of Avoidance of Accountability derives from the essence that people feel discomfort when confronting one another about declining performance measures. One way that is suggested to counter this discomfort and make it easier for teammates to hold themselves accountable is to clearly define goals and roles the team aims to take. The earlier the team clearly establishes exactly what the team needs to achieve, who needs to deliver what and how everyone must behave, the more comfortable teammates become with confronting one another, and ultimately the better off the team will be.
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Increased Employee/student Engagement
Culture Buy-In
Improved Bottom Line
Clear Team Goals and Standards
Accountability Cons
1. Forgetting why accountability matters
In order to do anything right, you need to know WHY you’re doing it
Accountability within the business and the business itself held accountable to all its stakeholders
Important to act according to those lines of command consistently
From Teamwork on the Fly
Scoping – the first step in teaming is to scope out the challenge, determining the talent and expertise needed, finding and tapping into the expertise of collaborators, figuring out and delegating roles and responsibilities
From Secrets of Great Teamwork
Compelling Direction – the most important part of a team is their member’s ability to be inspired and connection to the goals. Goals must be challenging, but attainable. They must also be consequential. Team members must feel connected to the goal whether intrinsically and extrinsically.
2. Avoidance of Accountability
One of the five dysfunctions in Lencioni’s The Five Dysfunctions of a Team. Avoidance of accountability is the team members turning the other way or refusing to call out their teammates when they see them doing subpar work or something that may hurt the team’s performance in the future.
Team members who do not handle interpersonal discomfort would rather not have the difficult conversations.
Respect is crucial
high expectations wanting to prove your performance to those you respect
ability to talk with each other regardless of how difficult the conversation
3. Letting too many people weigh in
Consider where those people and their views are coming from.
This may cause overlapping work and miscommunication that may lead the project in the wrong direction.
From The Secrets of Great Teamwork, Larger groups lack in communication, fragmentation, and free-riding (due to the lack of accountability)
From Teamwork on the Fly, structuring is important, arranging teams – allows for each individual to know exactly what their responsibilities are and how they will contribute to the team.
From Making Dumb Groups Smarter,
4. Focusing too much on negatives
Negativity-pointing out what went wrong and who’s at fault (finger pointing)
Looking for opportunities for improvement based on your successes as much as your failures
From Making Dumb Groups Smarter, assigning roles will help with this. If everyone knows what part they’re playing and what their responsibilities are, can prevent finger pointing. Using people’s specific expertise makes them feel ownership of their role and establishes a structure that everyone is comfortable with.
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Forgetting Why
Finger Pointing
Avoidance of Accountability
Too Many Hands in the “Pot”
Best Ways to Leverage Accountability
-Disregard ego (mention RBS Assignment)
- Inspires others, self regulation
Know everyones tasks
Empowering Power – giving someone’s own tasks empowers them
Social Loafing Experiment 1 from study
Shows how increase of accountability can push people past their own mental barriers
Self-Reflection
Have Concrete Goals
Secrets of Great Teamwork
Shared Mindset
Diversity Doesn’t Stick Without Inclusion; Leadership Theories
empowerment
Prevent Social Loafing/ Lacking Productivity
Identifiability as a Deterrent to Social Loafing: Two Cheering Experiments
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Emotional Intelligence
Concrete Goals
Shared Mindset
Empowerment
Prevent Social Loafing/Lacking Productivity
Identifiability
Self-Reflection
Self-Awareness
Role Assignment
Luke -Individual
Gaby – Collective/Leverage
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Leverage Strengths
Worked well together to create an “A” worthy presentation
Open communication lines
Worked outside of class
Cameron
Timeliness
Thoroughness
Gaby
Collector of thoughts
PowerPoint creation experience
Luke
Attention to detail
Puneet
Organization
Delegation
Individual Strengths
Strong Structure
Delegation of duties, organization, communication
Shared Mindset
Easy going personalities
No disputes over responsibilities
Supportive Context
Resources
Information
Collective Strengths
Planning fallacy - too many ideas, inability to concentrate and home in on one idea
Delphi method
Mitigate Weaknesses
Created an outline to better organize thoughts
Found a way to delegate and leverage individual strengths
Came together and brainstormed based off initial individual ideas
Collective Weaknesses (Making Groups Wiser)
Puneet – Collective/Mitigate
Cameron - Individual
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Mitigate Weaknesses
Created an outline to better organize thoughts
Found a way to delegate and leverage individual strengths
Came together and brainstormed based off initial individual ideas
Individual Weakness
Provide more input, ideas not being heard, but clearly shown on paper
Gaby
Lack of time
Interrupt members due to concentration issues
Lack of listening skills
Puneet
Over-analysis
Luke
Cameron
Collective Weakness
Planning Fallacy
Delphi Method
Solutions
Compelling Direction
Assigning Roles (Advocacy)
Emphasizing Purpose
Build Psych. Safety (Trust)
Strong structure
Scoping, Structuring, & Sorting
Supportive Context
Individual Strengths & Weaknesses
Shared Mindset
Compliance (Discussion)
Commitment (Dialogue)
Putting Conflict to Work
Solutions: Focus on the 4 enabling conditions of successful teamwork.
-1st is to create compelling direction
-Taking ownership and assigning tasks. Being assertive. Coming from place of advocacy.
-Emphasize the purpose and build trust so that all team members can communicate openly.
2nd forming a strong structure
-Scoping, structuring, and sorting will help prevent too many hands in the pot.
3rd Supportive Context
-Assign tasks according to individual strengths & weaknesses
4th Shared Mindset
-dialogue and discussion will get compliance and commitment from everyone and facilitate reaching resolutions.
Focusing on these solutions will enforce accountability within a team environment.
Making Dumb Groups Smarter
- assigning roles (leadership – delegating)
- clarifying goals and priorities
- coming from a place of inquiry
- commitment, trust, compliance (debate, discussion, dialogue)
- shared mindset (secrets of great teamwork)
1. Forming
2. Storming
3. Norming
4. Performing
5. Adjourning
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Procrastination
No one took initiative
Duplication of Work
Insufficient time
Poor Quality
Scored 72 on project
Blaming and Finger Pointing
Lack of trust and/or egos
Lack of communication
Lack of commitment
Works Cited
Accountability can have Positive Results. U.S. Office of Personnel Management. (n.d.). Retrieved April 24, 2022, from https://www.opm.gov/policy-data-oversight/performance-management/reference-materials/more-topics/accountability-can-have-positive-results/
CFI Education Inc. (2022, March 29). Accountability - Overview, Key Roles, and Examples . Corporate Finance Institute. Retrieved April 24, 2022, from https://corporatefinanceinstitute.com/resources/careers/soft-skills/accountability/
Clawson, J. G. (n.d.). Leadership Theories. Harvard Business Publishing Education. Retrieved April 24, 2022, from https://hbsp.harvard.edu/download?url=%2Fcourses%2F901497%2Fitems%2FUV3051-PDF-ENG%2Fcontent&metadata=e30%3D
Edmondson, A. C. (2012, April). Teamwork on the Fly. Harvard Business Publishing Education. Retrieved April 24, 2022, from https://hbsp.harvard.edu/download?url=%2Fcourses%2F901497%2Fitems%2FR1204D-PDF-ENG%2Fcontent&metadata=e30%3D
Granat, J. (2020, January 21). Council post: How to Create a Workplace Culture of Accountability. Forbes. Retrieved April 24, 2022, from https://www.forbes.com/sites/forbesfinancecouncil/2020/01/21/how-to-create-a-workplace-culture-of-accountability/?sh=602f77f41418
Haas, M., & Mortensen, M. (2016, June). The Secrets of Great Teamwork. Harvard Business Publishing Education. Retrieved April 24, 2022, from https://hbsp.harvard.edu/download?url=%2Fcourses%2F901497%2Fitems%2FR1606E-PDF-ENG%2Fcontent&metadata=e30%3D
Merriam-Webster. (n.d.). Accountability Definition & Meaning. Merriam-Webster. Retrieved April 24, 2022, from https://www.merriam-webster.com/dictionary/accountability?show=0
Williams, K., Harkins, S. G., & Latané, B. (1981). Identifiability as a Deterrent to Social Loafing: Two cheering experiments. Journal of Personality and Social Psychology, 40(2), 303.
Sherbin, L., & Rashid, R. (n.d.). Diversity Doesn't Stick Without Inclusion. Harvard Business Publishing Education. Retrieved April 24, 2022, from https://hbsp.harvard.edu/download?url=%2Fcourses%2F901497%2Fitems%2FH03FC8-PDF-ENG%2Fcontent&metadata=e30%3D
Sunstein, C. R., & Hastie, R. (2014, December). Making Dumb Groups Smarter. Harvard Business Publishing Education. Retrieved April 24, 2022, from https://hbsp.harvard.edu/download?url=%2Fcourses%2F901497%2Fitems%2FR1412F-PDF-ENG%2Fcontent&metadata=e30%3D
Youtube. (2014). Five Dysfunctions of a Team Patrick Lencioni Talk 2013. Retrieved April 24, 2022, from https://www.youtube.com/watch?v=O5EQW026alY.
