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Accountability | Assigning Accountability

Now we actually have to assign accountability and assigning accountability, it really gives more color to the players of the accountable and unaccountable processes.

We recognize that when there’s an accountable event, rarely is it just one individual. Usually there’s multiple people that have been a part of that issue. We recognize that when unaccountable events occur, when people are being unaccountable, usually what happens is we have someone or multiple people that are in something that we call the drama dynamic.

So in assigning accountability, it’s a different way of approaching an accountable event and identifying one’s individual behavioral patterns, whether it’s your own behavioral pattern or someone else’s behavioral pattern, because sometimes how people react to accountable events, they will actually pull you into being less accountable. They will pull you into drama. They will pull you in to a failure mindset.

And we start to talk about the players. There are different behaviors that mirror one another. On one hand, you have the drama dynamic and on the other hand you have the empowerment dynamic.

The drama dynamic actually defines and describes the toxic interplay of the victims, rescuers and persecutors within sort of drama any time an accountable event occurs.

The persecutor is going to be seen as the individual that’s causing all the issues for the victim. So therefore, the victim then feels like they are powerless and they can’t do anything to help their situation because of the persecutor. The rescuers, an individual who is there to help save the day. So they’re going to be coming to the victim’s aid to essentially attempt to help pull them out, but really just kind of seed them further into that victimhood.

So we recognize that these individuals can play a part in maintaining unaccountability, and our goal with all of these resources is to then move these individuals into the realm of accountability, which is then going to transition their roles out of the drama dynamic and put them into the empowerment dynamic.

The empowerment dynamic is a positive alternative to the drama dynamic. Once we transition into the empowerment dynamic, individuals start to transition out of the victim, the rescuer and the persecutor roles into a more collaborative group, a more accountable group. They start to exhibit more behaviors of establishing reality, collaborating to own problems and institute solutions and plans.

In the empowerment dynamic, your victims become creators, your rescuers become coaches, and your persecutors become leaders.

The creator then sees themself as someone who can make these changes, who does provide value not only to the team collectively, but also to the patient.

And once we enter into this empowerment dynamic, that’s the interplay of the personnel interplay of the individual, the conscious decision that we are now working together in a collaborative group to try to identify problems and start to collaborate on what those solutions are, own as many issues as we can so that we can take the power, so we are not powerless in these circumstances.

As individuals the more that we can become creators and the less we can become victims, because creators are individuals that are focused on a desired outcome and really directed by intent and sort of inner passion. We are not powerless to the issues that be that we are here to create solutions and have a growth mindset so that the entire team can grow, so the entire team can be accountable. And when that starts to happen, that’s when we really start to solidify our ability to serve the patient and educate the caregiver, so at the end, we can cut inefficient process and unnecessary conflict.