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The Accountabilities Wheel: A Practical Tool for Effective Leadership


"When accountability is absent, so is trust.”


Managers manage things, but lead people, and accountability is one of the core foundations of strong leadership and thriving teams. Without it, the risks are significant: trust erodes, team morale declines, and performance suffers. Yet, accountability is often misunderstood or inconsistently applied in management.


This is why accountability forms the third pillar of leadership risk factors. To address this critical area, we’ve developed the Accountabilities Wheel — a framework to help managers reflect on and strengthen accountability within themselves, their teams, and their organisations.


Here, we explore how managers can use the Accountabilities Wheel to create a culture of accountability and mitigate the risks that arise from its absence.


 

Understanding the Accountabilities Wheel


The Accountabilities Wheel identifies five key areas where managers must demonstrate and embed accountability:


  1. Self-Accountability: Leading by example and holding yourself to the same standards you expect of others.

  2. Accountability for Vision: Ensuring the organisational vision is clear, consistent, and well-communicated.

  3. Accountability for Team Development: Investing in your team’s growth with feedback, tools, and opportunities to succeed.

  4. Accountability for Results: Tracking progress, addressing shortfalls, and celebrating wins to maintain momentum.

  5. Accountability for Culture: Creating an environment of trust, fairness, and psychological safety.


Each of these areas plays a critical role in engagement, trust and team performance. By addressing all five, managers can mitigate leadership risks and create a thriving work environment.


 


Applying the Wheel in Practice


Here’s how managers can use the Accountabilities Wheel as a practical tool to build accountability and reduce leadership risks:


1. Start with Self-Accountability

Accountability begins with you. Before expecting it from your team, ask yourself:


  • Am I leading by example?

  • Do I follow through on commitments, admit mistakes, and hold myself to the same standards I set for others?


Practical Tip: Set a personal accountability goal for the week and share it with your team. At the end of the week, review how you performed. This openness builds trust and encourages your team to hold themselves accountable.


 

2. Revisit the Organisational Vision


Misalignment with the company’s vision is a common risk when accountability is weak. Reflect on:


  • Have I clearly communicated our vision?

  • Do team members understand how their work contributes to this vision?


Practical Tip: Use team meetings to reinforce the vision and connect it to daily tasks. Acknowledge how each person’s work supports broader goals, fostering a sense of purpose.


 

3. Focus on Team Development


A team’s potential depends on how well they’re nurtured. Ask yourself:


  • Am I providing my team with the resources, coaching, feedback, and opportunities they need to grow?

  • Do I understand each team member’s strengths and aspirations?


Practical Tip: Schedule regular one-on-one meetings to discuss career development, not just tasks. Use tools like strengths assessments to identify and leverage individual talents.


 

4. Be Results-Oriented


Accountability for results requires balancing high standards with support. Reflect on:


  • Do I track progress and address issues promptly?

  • Am I celebrating wins and learning from setbacks?


Practical Tip: Adopt a results-focused meeting structure, such as weekly commitment meetings. Each team member commits to specific actions, and progress is reviewed transparently. This fosters accountability and eliminates ambiguity. 


Don't forget! Celebrate wins, even small ones.


 

5. Shape the Culture


Accountability thrives in a culture of trust and fairness. Ask:


  • Am I creating an environment where it’s safe for team members to take responsibility, ask questions and give feedback?

  • Does my team feel comfortable admitting mistakes and seeking help?


Practical Tip: In team discussions, model vulnerability by sharing a personal challenge or mistake and what you learned from it. Encourage others to do the same. Psychological safety is a key driver of accountability.


 

Embedding Accountability into Your Management Practice


To make the Accountabilities Wheel actionable:


  1. Assess Yourself: Rate yourself on each area of accountability (e.g., 1-5). Identify strengths and areas for improvement.

  2. Set Goals: Focus on improving the areas where accountability feels weakest.

  3. Engage Your Team: Introduce the wheel in a team meeting. Discuss how you can work together to strengthen each area.

  4. Track Progress: Revisit the wheel quarterly to reflect on growth and identify new challenges.


 

Accountability and Leadership Risk Factors


By strengthening accountability, managers can mitigate key leadership risks, including:


  • Poor communication: When accountability is clear, it reinforces expectations and reduces misunderstandings.

  • Blame culture: A focus on accountability shifts the team’s mindset from pointing fingers to problem-solving.

  • Lack of alignment: When everyone is accountable to the vision, silos and misdirection are minimised.

  • Team disengagement: Trust and fairness improves morale and engagement.


When accountability is strong, the risks that undermine trust, clarity, and collaboration diminish.


 

Accountability is a skill that grows with practice and intentionality. As a leader, ask yourself:


  • How well is accountability embedded into my management practice and my team’s culture?


The Accountabilities Wheel provides a roadmap to guide you. Use it to reflect, improve, and lead with clarity and fairness. Remember, accountability starts with you—and when it’s present, trust and performance follow.


What do you think? How do you ensure accountability in your organisation?



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