Accepting Responsibility: A Key Challenge Faced by Great Leaders

Leadership is not just about charisma, vision and strategy. It is also about taking responsibility for one’s own actions and decisions, and coaching others to do the same. One of the biggest challenges faced by great leaders is to help their team members accept responsibility for their own behavior and mistakes, and to grow from them. This article explores this challenge and offers some coaching suggestions.

The Storm Metaphor

A good way to understand responsibility is to use a storm metaphor. A person’s behavior and actions can be seen as a storm, which can have various effects on others. At the edge of a storm, it is difficult to predict its overall impact. However, if we detach our emotions and observe the storm’s precipitating factors, we can learn from it. We can also watch the storm’s impact as it overtakes us, and learn from its residual effect as it passes away from us.

Common Problems

Many people struggle with accepting responsibility for their own behavior and mistakes. They may make excuses for their behavior, blame others for their misfortunes, or not follow through with assigned tasks. These tendencies can undermine their own growth and development, as well as the performance of the team or organization.

Coaching Suggestions

Here are some coaching suggestions for helping team members accept responsibility for their own behavior and mistakes:

1. Recognize and reinforce ownership and acceptance of responsibility. When team members demonstrate a willingness to take responsibility, acknowledge and praise them for it. This reinforces the value of responsibility and encourages others to do the same.

2. Provide opportunities for success. People who are given opportunities to succeed are more likely to take responsibility for their actions and decisions. When people are given challenging yet achievable goals, they have a sense of ownership and pride in their work.

3. Do not accept excuses in the place of responsibility. Excuses can be a way of avoiding responsibility. Instead, encourage team members to take ownership of their actions and find ways to learn from their mistakes.

4. Be alert for signs of need. People who struggle with accepting responsibility may need extra coaching or support. Be aware of their behavior and provide appropriate guidance.

5. Make instructions and expectations clear. When people are given clear instructions and expectations, they have a better understanding of what is expected of them. This reduces the potential for misunderstandings and excuses.

6. Reinforce cooperation rather than competition within your organization. Competition can create a culture of blame and excuses. Instead, foster a culture of cooperation, where team members support and collaborate with one another.

7. Structure responsibilities in a manner that reduces the opportunity to blame others. People are more likely to accept responsibility when they have clear roles and responsibilities. When roles and responsibilities are vague, people may blame others or avoid taking responsibility.

8. Make the consequences for irresponsible behavior clearly and immediately known. Consequences for irresponsible behavior should be clearly communicated and enforced. This reinforces the value of responsibility and discourages irresponsible behavior.

9. Seek group input on organizational planning and decision making. Group input can encourage team members to take ownership of decisions and actions. This can help to build a culture of responsibility and collaboration.

10. Encourage the use of graphic organizers to measure project success. When people are given clear visual representations of their progress and success, they are more likely to take ownership of their work and take responsibility for their actions.

11. Speak with the individual to emphasize the importance of the one to the whole. When people understand the impact of their behavior on the team or organization, they are more likely to take responsibility for their actions.

Conclusion

Accepting responsibility for one’s own behavior and mistakes is a key aspect of personal and professional growth. It is also a key challenge faced by great leaders. By using the storm metaphor and following the coaching suggestions, leaders can help their team members accept responsibility, learn from their mistakes, and perform at their best.