Personal Accountability
Personal accountability is about setting realistic expectations for yourself and being honest when you fall short. It requires courage to recognize mistakes and to stay consistent, even when things are tough. Great leaders don’t make excuses. They take responsibility for their actions and decisions, even when it’s hard. They hold themselves accountable by setting reasonable expectations, following through, and learning from mistakes.
Accountability also takes courage. It’s not always easy to admit mistakes or take responsibility when things go wrong, but doing so creates a culture where honesty and improvement come first. When leaders step up instead of shifting blame, teams feel safer to do the same. This leads to better communication, stronger performance, and fewer repeated mistakes.
In a high-risk, high-reliability environment like 3M Chemical Operations, accountability isn’t just about personal growth. It directly affects safety, efficiency, and consistency. When leaders take responsibility, they ensure that problems get solved quickly, expectations stay clear, and processes run as they should. Accountability empowers leaders to face challenges and stay committed to their development. When leaders uphold high standards, their team members notice and respond in kind.
Self-Assessment: How Accountable Are You?
Please take a few moments to contemplate the following self-reflection questions. Where can you identify opportunities for personal growth in your leadership?
When something goes wrong, do I immediately take responsibility, or do I tend to explain why it wasn’t my fault?
Do I consistently follow through on my commitments, even when it’s difficult?
How often do I hold myself to the same standards I expect from my team?
When I make a mistake, do I acknowledge it right away, or do I try to minimize it?
Do I create an environment where my team feels safe taking accountability, or do I unintentionally encourage blame?
Have I ever let a process slip because no one was checking?
When I face setbacks, do I focus on finding solutions, or do I get caught up in frustration?
How do I react when someone else holds me accountable?
Remember, this self-assessment is just a starting point for understanding Personal Accountability as a leader. It's essential to reflect on your responses and actively work on areas where improvement is needed. Additionally, seeking feedback from others and working with your ECFL Leadership Coach can provide valuable insights into your strengths and weaknesses.
“On good teams coaches hold players accountable, on great teams players hold players accountable.”
Accountability is stepping up and taking full responsibility for your actions and decisions. It’s following through, speaking up when something doesn’t feel right, and making sure problems get handled. Leaders who take accountability don’t wait for someone else to fix things. They look for ways to make improvements and keep the team moving.
Accountable leaders also pay attention to what’s ahead. They spot risks early and deal with them before they grow. If a process isn’t working, they ask questions and find solutions instead of ignoring it. That mindset keeps teams safe, efficient, and working with fewer surprises.
Accountability isn’t about being perfect; it’s about being consistent. Everyone makes mistakes, but as the saying goes, what matters is how you handle them. You acknowledge what happened, fix it, and keep moving forward. That kind of honesty helps build trust and shows the team what ownership looks like.
When leaders show this mindset, people feel comfortable raising concerns and working together to get better. It creates a culture where everyone feels responsible for doing their part and looking out for each other.
Accountability also means being open to feedback. Leaders who can hear and accept feedback create a culture where people feel comfortable speaking up. This trust builds stronger teams and helps keep everyone focused and aligned.
A Story of Accountability in Action
Lisa, a production manager, just arrived for her shift. Unfortunately, she noticed that a critical safety inspection had been skipped. It had already been a rough morning, and this kind of felt like the last straw.
She could have blamed the technician or assumed someone else would handle it, but she took responsibility. Pointing fingers at this point wasn’t helpful, and it needed to get done.
Instead of reacting, she acted, ensuring the inspection was done right away and checking that no risks were missed.
However, Lisa didn’t stop there; she also wanted to know why it happened and how she could prevent it from happening again. After talking with her team, she discovered the newest checklist they recently implemented was unclear. Together with her team, Lisa worked to update it so the same problem wouldn’t happen again.
A week later, the team was working more safely and efficiently. They caught problems earlier and took more responsibility for their work, since they knew that Lisa was there to support them. Her response to the issue demonstrated that accountability was about more than pointing fingers; instead, it’s about creating solutions and moving forward stronger.
“In the long run, we shape our lives, and we shape ourselves. The process never ends until we die. And the choices we make are ultimately our own responsibility.”
Personal Accountability Exercise
This exercise helps leaders practice daily accountability by identifying small but meaningful ways to take ownership in their work.
Step 1: Identify One Thing
At the start of your shift, think about one area where you can show more accountability. It could be following through on a promise, addressing a mistake, or speaking up when something isn’t right. Ask yourself, “What needs to be addressed today?”
Step 2: Take One Action
Once you know what you want to focus on, ask yourself, “What’s the best way to go about this?” It could be sending an overdue update, fixing an issue instead of assuming someone else will, or having an honest conversation with a team member. Taking a moment to reflect before you act can help things go more smoothly.
Step 3: Reflect at the End of the Day
Reflection is a key part of accountability. If you don’t think about your actions afterward, how can you grow from them? Before you leave, ask yourself, “Did I take responsibility for what I identified? How did it affect my work or my team? What can I do differently tomorrow to keep getting better?”
These small steps build stronger accountability over time. They reinforce a mindset of consistency, reflection, and growth.
Personal accountability keeps teams strong, builds trust, and improves efficiency. Leaders can make it a daily habit by focusing on a few key practices.
Best Practices for Personal Accountability
Set Reasonable Expectations: Accountability starts with clear expectations. Leaders should set standards that are realistic and fair, so people know what they are responsible for. Define and communicate clear expectations for yourself and your team.
Follow Through on Commitments: Doing what you say you’ll do builds credibility with your team and yourself. When you make a commitment, keep it. If things change, communicate early and honestly. Be someone people can rely on.
Acknowledge Mistakes and Learn: Everyone makes mistakes, so what matters is how you handle them. Own them quickly, find the root cause, and take steps to fix them. Use what you learn to keep getting better.
Hold Yourself to the Same Standards: If a rule is worth enforcing, it’s worth following. Model the behaviors you expect from your team—show up on time, follow procedures, and be honest about your own challenges.
Encourage a Culture of Accountability: People don’t take responsibility when they fear blame. Make it clear that accountability is about learning, not punishment. Recognize and support those who own their mistakes and actively work to improve.
Use Data and Facts to Drive Decisions: Leaders who rely on gut feelings instead of facts risk making inconsistent or incorrect decisions. Stay objective. Use data to track performance, identify gaps, and drive improvement.
Consistency is What Counts: Accountability is not about getting it perfect every time, because that’s impossible! Showing up and staying committed, even when things are hard, is the true hallmark of accountability. Keep practicing, even when it’s uncomfortable.
Personal accountability is how we show respect for ourselves, our team, and our work. Every time we take responsibility for our actions, we’re helping to build the foundation of trust and setting the tone for safety and reliability at 3M.
It takes courage to choose accountability every day, even when it’s hard. Owning mistakes, speaking up when something isn’t right, and holding yourself to high standards isn’t always easy, but it builds trust and respect over time. The best leaders don’t wait for someone else to hold them accountable; they choose it every day.
Strengthen your understanding of Personal Accountability by sticking with these resources. Use this opportunity to adhere to new insights and commit to practices that will reinforce your leadership journey.
The Psychology of Accountability: Effective Strategies to Hold Yourself Accountable
Personal Accountability And The Pursuit Of Workplace Happiness
Why Accountability is Not a Dirty Word
Christi Scarrow (14:27)