{"id":15442,"date":"2021-02-17T11:30:00","date_gmt":"2021-02-17T16:30:00","guid":{"rendered":"https:\/\/sourcelive.hr.msu.edu\/?p=15442"},"modified":"2021-02-17T11:39:01","modified_gmt":"2021-02-17T16:39:01","slug":"the-three-steps-to-positive-personal-accountability","status":"publish","type":"post","link":"https:\/\/sourcelive.hr.msu.edu\/?p=15442","title":{"rendered":"The Three Steps to Positive Personal Accountability"},"content":{"rendered":"\n

Written by Andrea Williams, MSU HR Organization & Professional Development<\/em><\/p>\n\n\n\n

When many of us think of accountability, we associate it with negative connotations such as stress or even fear. We\u2019re used to hearing about \u201caccountability\u201d as a disciplinary measure when something\u2019s gone wrong. Because of this, many of us don\u2019t understand what accountability actually entails, why it\u2019s important, or where it starts.<\/p>\n\n\n\n

The first step toward fostering positive, personal accountability, as well as a culture of accountability in the workplace, is to understand and redefine what true accountability means. Accountability doesn\u2019t mean punishment. Rather, accountability is an empowering factor, not a consequence, and involves a willingness to accept responsibility for your own actions. In other words, making clear commitments that \u2014 in the eyes of yourself and others \u2014 have been kept.<\/em><\/p>\n\n\n\n

Accountability vs. Responsibility<\/strong><\/strong><\/h3>\n\n\n\n

Although they\u2019re sometimes used interchangeably, it\u2019s important to make the distinction between accountability and responsibility. Having clear definitions of responsibilities in the workplace is essential but going a step further to be personally involved ensures better results. When you make the choice to go beyond your responsibilities with feelings of ownership, involvement, and engagement, you are then in a position of personal and positive accountability.<\/p>\n\n\n\n

Accountability is a broader concept than responsibility \u2014 it\u2019s something you do to yourself, not something that someone does to you. As such, accountability starts with you. No matter what your role at MSU, when you work toward personal accountability, you model the positive behaviors you want to see in your team and organization.<\/p>\n\n\n\n

Create a Personal Accountability Framework<\/strong><\/h3>\n\n\n\n

Accountability is not a one-time or occasional thing; it\u2019s an everyday activity that applies to and benefits everyone. Take a simple and positive approach to establish ongoing personal accountability by following these three steps.<\/p>\n\n\n\n

Step #1: Set SMART, HARD Goals<\/strong><\/strong><\/h4>\n\n\n\n

To begin, ask yourself the questions: What are my priorities? What am I passionate about? What do I want?<\/em><\/p>\n\n\n\n

Establish a definite direction and clear, measurable goals that align with what\u2019s important to you to keep motivated and achieve better follow-through. Ensure your goals are formulated to achieve results by using a combination of the SMART<\/strong> (S<\/strong>pecific, M<\/strong>easurable, A<\/strong>chievable, R<\/strong>elevant and T<\/strong>imely) and HARD<\/strong> (H<\/strong>eartfelt, A<\/strong>nimated, R<\/strong>equired and D<\/strong>ifficult) goal-setting frameworks described in this When SMART Meets HARD: Setting Goals that Matter<\/a> article.<\/p>\n\n\n\n

Step #2: Develop an Action Plan<\/strong><\/strong><\/h4>\n\n\n\n

Once you have established a SMART, HARD goal, develop an action plan to bring it to fruition.<\/strong><\/p>\n\n\n\n

  1. Identify limiting factors<\/strong> \u2013 It could be a shortage of time or resources, a lack of buy-in, or any other number of issues. Be realistic about any limitations and prepared with potential workarounds.<\/li>
  2. Remove obstacles<\/strong> \u2013 Very few obstacles are insurmountable. Think first about the biggest obstacle you\u2019ll likely face in reaching your goal. How can you overcome it?<\/li>
  3. Divide your goal into subgoals<\/strong> \u2013 Utilize the SMART and HARD frameworks for your subgoals to give yourself the best chance of success.<\/li>
  4. Plan actions for each subgoal<\/strong> \u2013 What are the specific, actionable steps you\u2019ll take to reach each subgoal?<\/li><\/ol>\n\n\n\n

    Step #3: Manage Priorities and Energy to Achieve Your Goals<\/strong><\/strong><\/h4>\n\n\n\n

    It\u2019s essential to recognize that time and energy are finite resources, and it benefits you to intentionally prioritize how you use both. When moving forward on your path to personal accountability, categorize the tasks that will help you complete your goals into three categories and assess the time and energy they require:<\/p>\n\n\n\n

    1. Maintenance tasks<\/strong> \u2013 These are the routine tasks that must be done for your day to run smoothly (e.g., answering messages, maintaining your calendar). Avoid becoming overinvolved in these tasks or becoming distracted while doing them. Develop strategies to help. For example, schedule specific times during the day when you check and respond to your messages and have an effective system to keep information in order.<\/li>
    2. People tasks<\/strong> \u2013 Whether it\u2019s a meeting, interview, or social interaction with a colleague, these activities often require high emotional energy, so be mindful to pace yourself.<\/li>
    3. Creative and analytical tasks<\/strong> \u2013 These can be anything from time spent developing a presentation to researching suppliers to analyzing data. This work typically requires significant time and energy, so ensure you plan out sufficient periods for these tasks during the days and timeframes that make the most sense for your work style and preferences.<\/li><\/ol>\n\n\n\n

      Follow-through is a critical component of personal accountability. To avoid stalling out before your goals and commitments are realized, protect your time and prioritize activities that keep your physical, emotional, and mental energy reserves high.<\/p>\n\n\n\n

      Interested in Learning More?<\/strong><\/strong><\/h3>\n\n\n\n

      Personal and team success are closely linked to positive accountability. When you take actionable steps to demonstrate personal accountability, it can generate a strong impact on not just performance and results, but also your personal and team satisfaction. Find additional resources around the topic of accountability, including short videos and courses, using MSU\u2019s free online resource, elevateU.<\/a><\/p>\n\n\n\n

      Sources<\/em><\/em><\/p>\n\n\n\n

      Skillsoft Ireland Limited. Developing a Personal Accountability Framework. Retrieved February 10, 2021 from https:\/\/www.inc.com\/gordon-tredgold\/7-truths-about-accountability-that-you-need-to-kno.html<\/a><\/p>\n\n\n\n

      Skousen, Tracy (2016, April 12). Responsibility vs. Accountability. Retrieved February 10, 2021 from https:\/\/www.partnersinleadership.com\/insights-publications\/responsibility-vs-accountability\/<\/a><\/p>\n\n\n\n

      Tredgold, Gordon (2017, September 14). 7 Truths About Accountability that You Need to Know. Retrieved February 11, 2021 from https:\/\/www.inc.com\/gordon-tredgold\/7-truths-about-accountability-that-you-need-to-kno.html<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

      Written by Andrea Williams, MSU HR Organization & Professional Development When many of us think of accountability, we associate it with negative connotations such as stress or even fear. We\u2019re used to hearing about \u201caccountability\u201d… Continue Reading… The Three Steps to Positive Personal Accountability<\/span><\/a><\/p>\n","protected":false},"author":8,"featured_media":15444,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"__cvm_playback_settings":[],"__cvm_video_id":"","jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_newsletter_tier_id":0},"categories":[3],"tags":[550,539,86],"jetpack_featured_media_url":"https:\/\/i0.wp.com\/sourcelive.hr.msu.edu\/wp-content\/uploads\/2021\/02\/accountability.jpg?fit=798%2C344&ssl=1","jetpack_sharing_enabled":true,"jetpack_likes_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/pb1fcA-414","_links":{"self":[{"href":"https:\/\/sourcelive.hr.msu.edu\/index.php?rest_route=\/wp\/v2\/posts\/15442"}],"collection":[{"href":"https:\/\/sourcelive.hr.msu.edu\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sourcelive.hr.msu.edu\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sourcelive.hr.msu.edu\/index.php?rest_route=\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/sourcelive.hr.msu.edu\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=15442"}],"version-history":[{"count":3,"href":"https:\/\/sourcelive.hr.msu.edu\/index.php?rest_route=\/wp\/v2\/posts\/15442\/revisions"}],"predecessor-version":[{"id":15446,"href":"https:\/\/sourcelive.hr.msu.edu\/index.php?rest_route=\/wp\/v2\/posts\/15442\/revisions\/15446"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/sourcelive.hr.msu.edu\/index.php?rest_route=\/wp\/v2\/media\/15444"}],"wp:attachment":[{"href":"https:\/\/sourcelive.hr.msu.edu\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=15442"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sourcelive.hr.msu.edu\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=15442"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sourcelive.hr.msu.edu\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=15442"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}