A Goal Versus A Wish List

A goal without accountability is wish list. Giving people accountability is empowering them. Leaders need accountability to lead and team members need accountability contribute.

Documenting what is expected and the end of the year or the project gives those responsible for the results a goal to shoot for. Imagine for a moment a soccer game being played without nets, or a basketball game without a clock to keep track of how much time is left in the game. Absurd right?  That is the equivalent of creating a personal performance plan (PPP) for someone without clear expectations and accountability for the results. We would not think of playing a sporting event without having a scoreboard or a time clock. Why do we so willingly accept to do so in our work life?

Setting goals and milestone timelines along the way and having a accountability meetings is that glue that author Bob Proctor speaks of. Regular meetings with those we are accountable too and for is the opportunity to affirm the score and how much time is left in the game. These accountability meetings give us the chance to pivot and change direction if needed or reassess if the strategy is working, and a time to consider how to overcome roadblocks.

Taking personal accountability for your work and your relationships means knowing specifically what you are accountable for. List those things at work you are accountable for. Projects, mentoring team members, building a network, leading teams, delivery of specific results. Make actions and deliverables specific. For example.  Discuss project X with Heather each Monday for thirty minutes and see how I can support her. Or in your personal life, “block out time at least twice a week to ensure my daughter and I walk the dog together, that is when we have our most meaningful discussions.” And hold yourself accountable to them. Otherwise, all you are doing is creating is a wish list.