September 29, 2024 by Mike Manazir – (4-5 minutes)

Sarah Thompson, CEO of Baxter’s Bricks, sat at the head of the conference table reviewing the latest quarterly report. Profits were down, deadlines were missed, and projects were over budget.

A note from the finance team caught her eye: “Missed deadlines due to lack of follow-through.” Rick Nelson, COO, said “Don’t tell me we’re behind on another project,” Sarah slid the report over. “Take a look.”

Rick scanned the page “More missed deadlines. What’s going on?” “We’re losing accountability, Rick,” Sarah said. “No one’s owning their work. How did we get here without seeing it?” Rick sighed “Let’s visit the teams and see what’s happening.”

Discovering the Problem

Their first stop was the marketing department. Sarah and Rick saw the signs immediately. People were chatting about weekend plans, others were working half-heartedly, and a few seemed oblivious to the approaching deadlines.

One conversation stood out. Two team members were discussing how they’d missed another deadline. “But no big deal, right? No one ever checks on this stuff”, one said with a chuckle. Rick raised an eyebrow. “There’s your answer. No urgency, no accountability.” Sarah nodded. “We need to figure out why this is happening.”

Uncovering the Cause

After some investigation, the problem became clear. The team had grown too large, roles were blurred, and managers were too busy firefighting to ensure follow-through. Without clear ownership, no one felt responsible if something fell through the cracks.

Rick leaned back in his chair. “People aren’t sure who should be held accountable. We’ve moved so fast; we’ve forgotten to keep people on task.”

Sarah said, “It’s hard to care when you don’t know if it’s your job.”

“Exactly, Rich said, “We’ve got a culture issue to fix.”

The Solution

Sarah sat up, determined. “We need clear ownership for every task and project. From now on, every task has a name next to it—someone who’s ultimately responsible.”

Rick nodded. “And we need weekly check-ins. Managers should be asking for updates, setting goals, and recognizing those who deliver.” “But we also need to make it fun,” Sarah added. “Let’s acknowledge the wins and reward those who step up.”

“How about a ‘Brick of Accountability’ award? said Rick, A golden brick for those who really take ownership.”

Turning the Tide

With a plan in place, Sarah and Rick rolled out their new accountability framework. Clear roles, regular check-ins, and a dash of humor became the foundation for the change.

With the increased oversight, accountability returned to Baxter’s Bricks. Deadlines were met, projects ran smoothly, and the culture of ownership was back in full swing.

As Sarah looked at the golden brick award on her desk, she smiled. Sometimes, a little accountability—and a little humor—is all it takes to rebuild a team.

“You can’t improve what you don’t measure.“

-Peter Drucker

Lead from your heart. Lead to Win.

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