{"id":1843,"date":"2014-09-18T08:30:19","date_gmt":"2014-09-18T12:30:19","guid":{"rendered":"http:\/\/www.trustacrossamerica.com\/blog\/?p=1843"},"modified":"2014-09-18T08:30:19","modified_gmt":"2014-09-18T12:30:19","slug":"trust-accountability-an-action-plan","status":"publish","type":"post","link":"https:\/\/www.trustacrossamerica.com\/blog\/?p=1843","title":{"rendered":"Trust & Accountability: An Action Plan"},"content":{"rendered":"

\"TAA_R2_EDIT-CS3\"<\/a><\/p>\n

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Recently, a friend relayed a story about a colleague who is ALWAYS<\/strong> 10 minutes late for meetings. She said she “trusts” this person to always show up late. We laughed about the (mis)use of the word “trust”\u00a0and moved on.<\/p>\n

But what my friend is actually doing is forgiving her colleague for her lack of accountability by ignoring her tardiness. I’ll bet nobody has ever spoken to this person about arriving\u00a0on time.<\/p>\n

Accountability is a large component of trust,\u00a0but one of the\u00a0least discussed.<\/p>\n

So how do you build accountability into your organization?<\/strong><\/p>\n

Be the Role Model:<\/strong> Leaders can’t demand accountability without first modeling it. Deliver on your expectations and do what you say you will do. Then, set up the following action plan to instill its importance in your team:<\/p>\n