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Driving individual performance through responsibility, authority, accountability

Three components are essential to motivating individual performance: clear responsibilities, empowered authority, and strong personal accountability. This article explores these aspects, identifies what leaders might notice if a component isn’t effectively implemented, and provides practical actions leaders can take for each component.
Oct 3 / Stephenson Mansell Group

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Driving individual performance through responsibility, authority, accountability

Three components are essential to motivating individual performance: clear responsibilities, empowered authority, and strong personal accountability.

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Responsibility

Clear roles and tasks are assigned so everyone knows what to do.
“I know my role. I own my tasks.”

Authority

People are given the power to make decisions and act on their tasks.
“I make decisions. I drive results.”

Personal accountability

Individuals take ownership of their work and are expected to meet performance goals.
“I deliver. I own my impact.”
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Signs of ineffectiveness

Responsibility
is lacking

  • Team members are unsure of their specific roles or responsibilities, leading to duplicated efforts or gaps in coverage.
  • Employees show low motivation and engagement because they don’t understand how their tasks fit the broader goals.
  • Important tasks or projects are left unfinished or neglected due to unclear role definitions.

Authority
is lacking

  • Team members frequently seek approval for decisions that should be within their scope, causing delays and inefficiencies.
  • Employees are hesitant to take action or propose new solutions, relying on leaders to make all decisions.
  • Leaders must closely supervise and manage tasks that team members should be able to handle independently.

Accountability
is lacking

  • Team members fail to meet deadlines or performance goals, often without clear explanations or plans for improvement.
  • There is a tendency to shift blame for failures or mistakes rather than taking responsibility and addressing issues.
  • Employees do not actively track their progress or engage in self-improvement efforts, resulting in poor performance and low morale.

Leaders' actions to drive individual performance through responsibility, authority, accountability

Responsibility

Leaders' actions:
  • Adopt mindset: "Clarity in roles drives success".
  • Provide detailed job descriptions and role expectations to each team member.
  • Break down larger goals into smaller, manageable tasks and assign them accordingly.
  • Regularly review and discuss individual responsibilities in team meetings or one-on-one sessions.
  • Ensure team members have the tools and information to perform their roles effectively.
  • Involve team members in setting their objectives and understanding how their roles contribute to the team's success.

Authority

Leaders' actions:
  • Adopt mindset: “Empower to excel." 
  • Allow team members to make decisions about their tasks without constant approval.
  • Give individuals the freedom to choose how they accomplish their tasks within defined boundaries.
  • Show confidence in their abilities and avoid micromanaging.
  • Provide advice and support when needed but let team members lead their projects.
  • Provide opportunities for team members to build skills that enhance their decision-making capabilities and confidence.

Accountability

Leaders' actions:
  • Adopt mindset: “Ownership drives commitment and results.”
  • Define what success looks like and how performance will be measured.
  • Schedule regular updates to review progress and address any issues or obstacles.
  • Offer constructive feedback on performance, acknowledging achievements and addressing areas for improvement.
  • Ensure that everyone understands the consequences of not meeting expectations and follow through consistently.
  • Acknowledge and celebrate achievements and milestones to reinforce the importance of accountability.
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This content was extracted from the online course Empowering Success, which is part of The Focused executive Series
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