Get Off My Back: Accountability
Dear Durable Minds,
Lately it feels like my parents, teachers and coaches won't stop nagging me. It is so frustrating. I know what to do. I wish they would just let me do it! -Get Off My Back
"If you don’t have accountability you will not improve." - Brad Stevens
Dear Get Off My Back [GOMB],
While your scenario does not have a lot of detail, the initial question I like to ask is: "Do you feel as though you are being held accountable or micromanaged?" These two questions are quite different and are worth examining more closely.
Micromanagement is often defined as a management style used by a manager, parent, teacher or coach, to closely observe or control detailed tasks designed to be executed by the one being lead. This style is viewed as negative such as the term "nagging".
Accountability is defined as an obligation to demonstrate and take responsibility for performance, in light of agreed expectations.
You may recognize a version of this definition brought to life in a quote by the famous author and speaker Larry Winget:
“Do what you said you would do, when you said you would do it, the way you said you would do it.” -Larry Winget
While it is true that Larry Winget is known for this quote, almost every parent and coach has utilized a version of this statement since its inception and possibly even prior.
When things are moving in the right direction and expectations are being met, one is likely to be more open to being held accountable as praise often accompanies the positive behavior. Alternately, when one falls short of expectations and does not follow through, the tendency is to become defensive in the form of excuses, frustration and even anger. In this instance, accountability appears to take on a different form that may feel as though the athlete is being "nagged".
Both can be perceived as nagging which lead back to the reason behind the initial question I posed.
What would you think if I told you that accountability is a gift? Let's take a look at some benefits of accountability when it comes to sport.
Officials hold accountability to ensure safety and fair play during an event, so that individuals and teams have equal opportunity to compete.
Coaches use it for their team to ensure alignment in relation to the execution of strategy and tactics necessary to accomplish their competitive goals.
Coaches hold individual team members accountable to benefit their personal growth and development.
Parents, guardians and peers hold accountability to the day-to-day tasks in order for their athlete to experience essential support.
When one holds self-accountability it enhances their leadership development and opportunities
DURABLE HACK FOR ATHLETES, COACHES & PARENTS
The following are six simple steps and examples of holding accountability:
1. Identify the situation/task that requires accountability. This may be as simple as eating healthy before practice or more involved like preparing for an out-of-state tournament. Almost every task has the potential for accountability.
[Parent: "Diane, can you share with me what you need, so you feel prepared, before leaving for each practice and game?"]
2. Clearly define expectations. This requires being as detailed as necessary to ensure a positive outcome. It should be objective. Without clearly defining expectations, holding accountability becomes subjective and messy and is nearly impossible to pull off without conflict.
[Diane: "I need to make sure I grab something to eat before or on the way to practice or my game. I also need to make sure I have my water bottle and all my gear packed including my uniform."]
[Parent: "I think that's everything. Would you please get all this done so we are not rushing to leave on time? If we know we have a tight timeline, would you get your gear, water bottle and uniform ready to go in the morning or the night before?"]
3. Get a commitment. A commitment gives permission from those being held accountable.
[Diane: "Yes, I will"]
4. Execute. I call this "releasing the beast". In other words, let the person being held accountable succeed or fail on their own. This is an important step in gaining trust and ownership and will help to diminish the feeling of being micromanaged or nagged.
5. Evaluate. How did they do? Did they exceed, meet, or fall short of the expectations? Be sure to verbally give positive reinforcement when they are consistently executing. If they fall short, move to the final step of re-alignment.
6. Re-align. This stage is reserved for identifying the mis-step, reviewing expectations, understanding the impact of the mis-step, and re-aligning to a plan for success otherwise known as "coaching to competency".
Accountability is a volume knob. We never want to turn off the switch as there are many benefits to accountability. We want to be able to turn up the support when needed or turn it down as they demonstrate consistent competency.
Accountability is a two-way street. If you hold one accountable, you should expect to be held accountable with your end of the commitment as well.
LET’S GO!: CALL TO ACTION
Determine which high priority tasks require the accountability volume knob to be turned up! If you have too many, it can be overwhelming and those being held accountable may feel as though they are being micromanaged or nagged
Meet with whomever you need in order to set expectations! Work together while going through the six steps.
Keep an even temperament! It takes time and patience for this process to become a habit. Once it does, the volume knob can then be turned down.