Overcoming the Biggest Barriers to Accountability in Your Team
Accountability isn’t optional — it’s the backbone of high‑performing teams. But far too often, teams struggle to “own” their outcomes. Why? Let’s dig in.
We’ve all felt it — that creeping sense of frustration when a project stalls because someone didn’t do what they were supposed to do. It’s like watching a relay race where each runner wasn't sure where the finish line was. That’s not just inefficient — it’s costly.
In a recent webinar on creating a culture of accountability, SevenStar HR CEO Jackie Gernaey and a panel of experts unpacked the most common obstacles teams face — and how to beat them.
Obstacle #1: Unclear Expectations
Nothing undermines accountability faster than fuzzy direction. When people don’t know exactly what success looks like, they can’t be held accountable for it.
Jackie explains that unclear role definitions and hazy expectations are at the heart of disengagement. Employees want to do well — they just need clarity.
Solution: Go beyond job descriptions. Create explicit role clarity documents that outline duties, goals, and standards of performance. Communicate them widely, and review them regularly.
Obstacle #2: Lack of Transparency
Even if expectations exist, if they aren’t communicated openly, people interpret them differently — or not at all.
Panelist Judy Wilks used a great metaphor: when direction gets filtered down like the children’s game of telephone, the meaning gets distorted. What the leader intended and what the team hears can be completely different.
Solution: Build transparency into how expectations are shared. Encourage questions, and verify understanding before moving forward.
Obstacle #3: Blame Culture
If team members fear punishment for mistakes, they’ll hide them — and accountability dies.
Jackie pointed out that organizations where mistakes are met with finger‑pointing end up with teams that are disengaged, risk‑averse, and ultimately less effective.
Solution: Shift from blame to learning. Treat missteps as opportunities to improve processes — not punish people.
Obstacle #4: “King” Leadership
Sometimes a leader unconsciously builds a culture where everything must go through them — slowing decisions and dampening ownership.
This is the “king” syndrome: employees stop taking initiative because they learn it won’t be acknowledged or trusted.
Solution: Leaders must model accountability. Admit your own mistakes and create a safe space for others to do the same.
Building Accountability That Lasts
Accountability isn’t a personal trait — it’s a culture. It doesn’t happen by accident. Organizations must:
Define expectations clearly
Communicate transparently
Encourage learning from mistakes
Empower employees at all levels
When teams understand what’s expected and feel safe owning outcomes — good or bad — accountability becomes part of how work gets done.
Want real-world examples and deeper insights from HR and leadership experts?
Watch the full webinar, Creating a Culture of Accountability, available now.