Tips for Balancing Empowerment and Accountability in Leadership

As inclusive leaders we may sometimes worry about humanizing too much to the point we fail to hold people accountable. It’s easy to forget that humanizing leadership doesn’t mean enabling poor performance. 💭 Balancing people centered leadership with accountability is a bit like being both a coach and a referee in a sports game. We want to guide the team to victory, but also have rules that everyone needs to follow. How can we coach and referee our teams successfully?🤔 1️⃣ Set Clear Expectations: Right from the get-go, clarify what’s expected. People can’t meet targets they don’t know exist. 2️⃣ Be Consistent: Apply rules and consequences uniformly. Favoritism erodes trust, so make sure everyone knows the game is fair. 3️⃣ Open Bi-Directional Feedback Loop: Use regular check-ins to not just provide feedback but to receive it as well. This two-way street makes accountability less of a ‘gotcha’ and more of a ‘let’s improve together.’ 4️⃣ Be Compassionate but Firm: If someone’s not meeting expectations, address the issue directly but sensitively. See the whole person to understand the ‘why’ behind the performance and offer resources or solutions. 5️⃣ Celebrate Wins, Learn from Losses: Make it a point to celebrate team and individual achievements. But also review what didn’t go well and strategize for improvements—without finger-pointing. 🔥Action Step: Introduce a monthly “Accountability & Adaptability” meeting. Celebrate the wins, openly address challenges, and collaboratively brainstorm on adaptive strategies. We are coaches with a whistle. We’re there to guide and inspire the team, but not shy about calling a timeout when needed. The goal isn’t to penalize but to make everyone better players in the game. How do you humanize your leadership?💬👇🏼 📸 Adriá Crehuet Cano: a picture of a little league soccer coach with his team. ********* 🔔 Follow me or connect for daily fertilizer to your leadership seeds🌱

In leadership, a critical decision often arises: Do you hand your teams the reins to craft their path, or do you tightly manage the how to achieve desired results? Striking the Balance Between Direction and Autonomy 🔹 Guided Empowerment: Providing latitude doesn't mean abandoning your role as a guide. Offer a clear destination while allowing room for your team's creativity and expertise in charting the course. 🔹 Cultivating Ownership: Allowing teams to shape the plan fosters a sense of ownership. When individuals are invested in the process, motivation soars and innovative solutions flourish. 🔹 Adaptability Unleashed: Autonomy empowers teams to adapt swiftly to challenges. Navigating the how in their own way often results in agile responses and unexpected breakthroughs. 🔹 Nurturing Growth: Granting autonomy nurtures professional growth. Team members thrive when entrusted with responsibilities, paving the way for skill development and leadership. 🔹 Balancing Parameters: Establishing boundaries and aligning with organizational goals is key. While teams explore the how, ensure they stay within parameters that maintain cohesion. 🔹 Collaborative Approach: Blend autonomy with collaborative discussions. Invite your team to share their proposed approach, fostering a dialogue that merges expertise. 🔹 Flexibility for Impact: Striking the balance between guiding and granting autonomy can vary based on projects and team dynamics. Flexibility ensures optimal impact. The key lies in embracing a leadership style that aligns with your team's strengths and the project's needs. How do you find the equilibrium between guiding and empowering your teams? #EmpowermentInLeadership #BalancedApproach #TeamAutonomy #LeadershipInsights #bestweekever

🔍 Are you shielding your team 𝑡𝑜𝑜 𝑚𝑢𝑐ℎ from the chaos above? Senior leaders often feel the need to protect their teams, absorbing a high degree of the stress, pressure and work as a result. I’ve seen first hand in my work as an executive coach and in my former life as CMO:  𝐄𝐱𝐜𝐞𝐬𝐬𝐢𝐯𝐞 𝐬𝐡𝐢𝐞𝐥𝐝𝐢𝐧𝐠 𝐜𝐚𝐧 𝐛𝐞 𝐜𝐨𝐮𝐧𝐭𝐞𝐫𝐩𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐞. 👉 If you as the leader are carrying the large burden of stress and pressure, you risk being emotionally depleted and likely on the road to burnout, if you’re not already there.  From that place, it is impossible to lead effectively. 👉 If you are taking on a lion’s share of the work, in the name of “protecting your team,” you’re draining yourself of the capacity to focus on the big picture, coaching and developing your team, and other key priorities.  By keeping too much work on your plate, you also fail to give your reports the ability to learn and grow by doing. 👉 Sometimes, it’s beneficial to let your teams feel some of the 'heat.' Imagine your how your team would show up differently if they think it’s a pre-season game vs if they think it’s the Super Bowl.  Allowing your team to experience the urgency, stakes, and severity of challenges from above can enhance your team’s performance. It’s about finding the right balance – protecting your team, yet exposing them to the sometimes stressful realities and real-world business pressures. Effective leadership is not about bearing the entire burden, but about empowering your team to rise to the occasion. This isn't always easy. I'm curious, what strategies have you found effective in balancing protection and exposure for your team? Share your thoughts! #ThoughtfulThursdays #Leadership #ExecutiveCoaching #TeamDevelopment #EffectiveLeadership #Empowerment

𝗧𝗵𝗲 𝗦𝗰𝗶𝗲𝗻𝗰𝗲 𝗼𝗳 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆: 𝗕𝗮𝗹𝗮𝗻𝗰𝗶𝗻𝗴 𝗖𝗼𝗺𝗽𝗮𝘀𝘀𝗶𝗼𝗻 𝗮𝗻𝗱 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 . . . "Clear is kind. Unclear is unkind." – Brené Brown. This quote underscores the importance of clarity and compassion in leadership. By setting clear expectations and holding ourselves accountable, we show true compassion for our teams, fostering an environment where everyone can thrive and contribute to collective success. In today's dynamic leadership landscape, balancing compassion with accountability is more crucial than ever. Effective leaders foster accountability without compromising team member well-being. Accountability as a "worthy challenge" encourages a growth mindset and drives better performance. 👉3 Habits That Build Accountability: 1️⃣ Think Ahead: Leaders who anticipate challenges and communicate expectations clearly help team members visualize success. This approach enhances shared understanding and prepares teams for potential obstacles. 2️⃣ Own Your Commitments: Consistently following through on promises builds trust and sets a strong example. When leaders demonstrate accountability, it motivates their teams to do the same, fostering a culture of reliability. 3️⃣ Anchor on Solutions: Emphasizing growth over punishment encourages a collaborative approach to problem-solving. Leaders who focus on solutions rather than blame create an environment where mistakes are seen as opportunities for improvement. 🏆🤝 By integrating these habits into organizational culture, leaders can create a balanced approach to accountability that meets individual needs while driving performance. This not only enhances team dynamics but also ensures long-term success and well-being. 👇Additional insights: 🧠❤️Balancing Empathy and Rationality: Leaders can practice "rational compassion," making decisions based on sound reasoning while showing empathy and understanding towards those affected. This approach helps maintain emotional boundaries while fostering a supportive environment. 📝Setting Clear Expectations: Clear communication of roles and responsibilities reduces ambiguity and aligns efforts with organizational objectives, maintaining high standards and achieving goals. 🌟Leading by Example: Leaders who embody accountability in their actions inspire their teams to follow suit. By owning both successes and failures, they foster a culture of responsibility and continuous improvement. ⚖️Avoiding Misguided Compassion: Effective leaders avoid actions that, while intended to be compassionate, ultimately harm organizational performance and team member well-being. Courageous decisions are needed to ensure that team members are in roles where they can succeed and contribute meaningfully. 🌟 By cultivating these habits, leaders can build resilient and high-performing teams. Embracing the science of accountability allows us to create workplaces where compassion and results go hand in hand.