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Accountability | Creating Accountability

Looking at the creating accountability flow chart, what this allows is it provides context, it provides a workflow. It provides the opportunity for us as the individual or as the team to take an accountable event and work through the collaborative process and maintain a growth mindset so that we can ultimately arrive at a success for the individual, a success for case management or a success for the team.

Once an accountable event occurs, we enter into what’s referred to as the fall tolerance. The fall tolerance, is the individual making a choice to either collaborate or divide. It’s basically the split point, the crossroads on what happens to the individual, inside their mind, inside their person when an accountable event occurs. Generally, we want to move into collaboration because as we move through collaboration, that really shows that the team as a whole, the individual as a whole, has embraced the idea of a growth mindset.

And when we start to look at what that growth mindset is, it’s that the individual is really committed to the success of the team just as much as they’re committed to the success of themselves. But the only way we can really achieve that success is moving through collaboration.

And when we start to talk about collaboration, it has more to do with identifying and utilizing the tools that we have so that we can all establish our rungs of accountability, as was previously discussed.

We talk about reality, we talk about ownership, moving through the forgiveness model so that we can identify solutions, we can create plans and ultimately try to implement what those plans are. But once we attempt to implement those plans, there’s two ways for it to go.

Either the implementation of that plan was successful or it wasn’t. If it was successful, fantastic. But if by chance implementation did not work, the plan did not work, that’s where we enter back into this fall tolerance because again, the individual has a choice, the team has a choice. Individually, it’s a matter of what happens. Does the accountable event actually change?

Have we actually fixed what that original accountable event is or was? Or is it that simply what we identified as our solution is the solution good? Is the plan good? Is the implementation appropriate? So you have to enter back into collaboration when a plan doesn’t work. Getting into that collaborative cycle again allows us to just simply problem solve the issue one more time. So did we identify all the variables the first time through, or was there something that was an unforeseen barrier, something that got in our way or we didn’t see it coming?

That’s why it’s important for us to stay in that collaborative cycle where we often get stuck if we have a failure mindset is that when that first plan doesn’t work, it doesn’t implement appropriately. Those who have a failure mindset will choose to divide. They will not choose to collaborate again. It’s often, “well I tried this and it doesn’t work. So what’s the point of even trying again?”

And a failure mindset comes from those individuals who lack shared purpose and really impede the success of the team just as much as they impede their own individual success. The intent of creating accountability is that we collaborate, we work together, we maintain a growth mindset. We try not to fall into a failure mindset and that we continue to push and problem solve until we are met with a success. The more times we have successes, the team and the individual start to grow together.

Our overall performance starts to increase. What that gives us the opportunity for is to then become a resource for other people who may be struggling in the workplace. And that’s where we move from being creators of accountability. And we actually move into leaders and we move into being mentors, people that are helping to show the way, people that are starting to set the standard. That’s why this workflow is so powerful, is it brings all the concepts together. It gives all of us the opportunity to have a clear flowchart to say, hey, something happened, I want to find a solution.

Something happened, I want to find a resolve. I want to better the team. That’s how we move through collaboration. So this is just one tool that we have to help identify and to create accountability so that we can rise above ourselves and really start to focus on solutions that we can implement for the growth of the team just as much as the growth of ourselves.