Workplace accountability is possible. But how? In this Freedom at Work Talks video, Garry Ridge, CEO of the WD-40 company, shares his secret. Discover how a bold employee promise skyrockets the level accountability within his organization.
The Learning Upshot
After completing the work on this page, you will be able to:
- Recall how accountability is linked to vision and values
- Realize that accountability is a personal choice and that everyone is responsible
- Be inspired to develop a pledge to improve accountability in your workplace
Watch the Video
Make It Actionable
Now it’s time to personalize it. Give this concept some momentum in the workplace and your own life by completing the following:
- Rate the overall level of accountability on your work team (1 = poor, 5 = outstanding). Name 1 or 2 factors that lead you to believe this.
- What are the vision and values of your work team? Are all employees aware of them? How are they, and how often are they communicated? If you are unaware of your team’s vision and values, pose the question and find the answer.
- Self Accountability: Develop your own personal “maniac pledge” for how you intend to hold yourself accountable in the workplace. Share your pledge with a trusted colleague and ask them to help you uphold it.
- Team Accountability: Develop a team “maniac pledge” for how your team intends to hold itself accountable in the workplace. Post it someplace visible at your workplace to remind your team of your promise and make others aware of it.
Dig deeper on this topic with the following resources:
- Are all team members 100% committed to success without exception? Discover the virtues of Extreme Accountability in this Forbes article.
- Where do you fall on the ladder of accountability? Find out more in the Forbes article “Avoid the Blame Game. Be Accountable for Accountability.”
- Discover the positive power of self-accountability in this short Ted Talk Check Yourself: Accountability.
- Specificity drives better accountability as explained in the Inc. article “The Specifics of Accountability.”
- Do your employees know what is expected of them? If not, consider adopting a list of expectations. Check out In Effigy: List of Expectations.
- Set crystal clear expectations using the advice of the Forbes article “You Can Immediately Stop the Urge to Micromanage by Using This Tool.”