Accountability

Principles

• Accountability does not equal confrontation -- accountability is getting someone to follow through with a commitment they already made. At its best, accountability is pre-emptive. It's providing the proper context, urgency, and tools for someone to complete their job.

• One of the biggest challenges facing organizers is a fear of holding people accountable. However, accountability isn't something to shy away from. It is organizing at its best! It is helping others develop a plan and stick to it. For example, don't wait to check in with your fellow members until after the deadline.

• A minor problem today is a major problem tomorrow. Don't wait for a little problem to become a big one. Address it early. Each problem we let slide today becomes bigger tomorrow.

• Letting goals slip or deadlines pass without results deems our goals and deadlines meaningless. Believe in our goals, believe in our deadlines and reinforce them.

How To's

Accountability is a process with a few basic steps:

• Expectations: set clear expectations for the work when initially talking about the task or the position.
• Goals: be clear about the goals for the task, and that everyone has a role in deciding what they are.
• Deadlines: set clear timelines and deadlines for the task at hand. It's especially important that everyone involved writes them down!
• Follow-up: set times for follow-up before deadlines have passed.
• Keep it objective: if someone has not completed a commitment, it's important to ask them why, and work with them to solve the problem. Don't be afraid to have a go-there conversation.
• Go-there: Ask people to be accountable to the commitments that they made when they haven't followed through. It's not personal-- but their work is important to the group, and it's important to follow up clearly.

Tips to having conversations that 'go there'

• Celebrate success --goals and deadlines are only compelling when reaching them is celebrated.
• Recognize and acknowledge failure -- the best organizing is transparent. Don't let the elephant in the room linger.
• Set people up for success-- make sure that everyone has the tools to succeed.
• Accountability is pre-emptive-- Don't wait for deadlines to pass and goals missed before we have conversations with your members.
• Address missed goals and deadlines ASAP-- If, for some reason a deadline or goal is missed, don't let it slide. Dig in and find out why it happen, and work to prevent the same errors in the future.
• Build in your own accountability-- Set deadlines for yourself for follow-up conversations, and build in accountability goals. If you say you are going to follow up with someone, do it!
• The Conversation you don't want to have is probably the conversation you need to have -- have a 'go there' conversation.

Challenges

• Setting rigid or unreachable goals -- If the goals you set out are unreachable, your goals will lose meaning.
• Harping on failure -- Accountability is more about moving forward. Your goal isn't to chastise someone, so much as to make sure they understand the necessity of and need for them to follow through.
• Not setting goals or deadlines --You cannot hold someone accountable when they don't know what they are being held accountable too.

Roleplays

• Asking a new Council member to make ten recruitment calls by tomorrow evening.
• Potential host was suppose to register event yesterday, but it still isn't registered online.
• A core group member was supposed to bring the materials for the event, but left them at home.