It’s unkind to hold someone accountable to unclear standards. Clarity is kind. Once the standard is super clear, accountability is simple. Did you clear the bar or not? If not, what must be done to get there? Are you willing to do it? What’s the timeframe? If the standard is continually not met, then the parting is at least not a surprise.
Rarely are we as clear as we think we are. Ask your people what standard they are being held accountable to. What are their KPIs? How will they know if they hit them? If they’re unclear or all have differing answers…well that’s on you, leader. Slow down, get clearer, connect them to the clarity. Then get curious again.
BUILT TO LEAD 