The short answer for any leader working in an EOS® company is – Yes.
But these two words are not equal, and two leadership gurus I respect have pulled me both ways.
Patrick Lencioni included Accountability as layer number four in the pyramid made famous in his book, The Five Dysfunctions of a Team.
Seth Godin muddied the waters for me with a recent post:
- Accountability is done to you. It’s done by the industrial system, by those that want to create blame.
- Responsibility is done by you. It’s voluntary. You can take as much of it as you want.
Seth Godin – seths.blog.com
First, let’s look at the definition of these words (courtesy of Merriam-Webster):
- Responsible (adj) – liable to be called on to answer. Able to answer for one’s conduct and obligations. [Responsibility is the corresponding noun]
- Accountable (adj) – subject to giving an account: answerable. Capable of being explained: explainable. [Accountability is the corresponding noun]
The definitions make responsible an individual thing, and accountable being imposed on us. Seth Godin’s point is that the stronger word is responsible because it triggers action inside of us and we take on responsibility for our work. That is what we all want in our kids, our team, our friends . . . right?
In working with dozens of leadership teams as an EOS Implementer®, I don’t agree — especially when we apply this to leadership teams. A culture of accountability will have a greater impact on a team and a company.
In EOS® we stick with the word Lencioni presents us because in the context of a healthy team, accountability becomes the culture of the TEAM. It’s critical to have individual ownership but having an accountability culture within the team will help get individuals back on track when they start to fail at responsibility. We all get tripped up and fail.
Leaders, imagine how it changes your job when the team drives and supports each other to be accountable!
In the end, we want individuals to be responsible for their work — to have something happen inside of them where they are able and ready to answer to and own their work (responsible). The bigger goal is to have a culture of accountability, starting at the leadership level. The trick is to do that and still have it feel kind, supportive, loving, and trusting, not like the industrial system Godin describes.
Lead well and look for evidence of responsibility and accountability this week — and recognize it!
Get to know more about EOS and Scott Patchin on The trU Group website.