Coaching for Accountability

Growth Faculty presents ‘In Conversation with Michelle Obama’ 

Welcome to 2026

Keeping people accountable is one of the least popular aspects of managing teams. 

The key to making this easier? Clarity. 

Good coaching creates clarity. When people know what's expected, understand why it matters, and feel supported in getting there, accountability becomes natural rather than forced.

Yet many leaders struggle with this. They're either [micromanaging](https://thegrowthfaculty.com/articles?search=micromanaging) every detail or so hands-off that expectations blur. 

And the result? Disengaged employees, missed deadlines, unmet goals, and frustration all round.

Here's how to coach in a way that builds genuine [accountability](https://thegrowthfaculty.com/articles/accountabilityproductivity).

Knowing what's expected 

Accountability falls apart when people aren't certain what they're accountable for. Before you can coach someone to take ownership, you need to eliminate any ambiguity about:

*   What success looks like for this project or responsibility
*   When it needs to be completed
*   Why it matters to the team and organisation
*   How it connects to their development goals

Have a conversation, don't bore them with a monologue. Ask: "What's your understanding of what we need here?" Listen for gaps. Fill them in together.

Start with crystal-clear expectations

When obstacles arise (and they will), resist the urge to immediately provide solutions. 

This is where coaching separates itself from the [diminisher](https://thegrowthfaculty.com/articles/multipliersanddiminishers) trait of decision-making (which will be described by Liz Wiseman in her upcoming masterclass [Liz Wiseman: Multiply Your Impact](https://thegrowthfaculty.com/events/multiply-your-impact/overview?sid=a0KRG00000NLL2c2AH)). 

Instead of: "Here's what you should do..."

Try: "What options have you considered? What's holding you back from moving forward?"

This develops their capacity to think through challenges independently. You're still there. You're just one step back, asking questions that help them find their own path forward.

When people generate their own solutions, they're far more likely to follow through.

Create space for them to problem-solve

Regular check-ins matter but make them meaningful. A weekly "How's it going?" that gets a vague "Fine" does not build accountability.

Be specific. Ask about concrete milestones: "You mentioned you'd have the first draft done by today. Where are you at?"

If they're off track, explore why (without judgment - watch for this!). 

*   Sometimes the barrier is legitimate (the priorities shifted, information was missing, resources weren't available). 
*   Sometimes it's about time management or capability. You can't coach effectively if you don't understand what's actually happening.

These conversations should feel supportive, not punitive. You're trying to identify what help they need, not catch them out.

Check in with purpose

People are more accountable when they can see how their work affects results. Draw these lines explicitly.

·        "When you got that analysis to us early, it helped the leadership team make their decision at Tuesday's meeting instead of waiting another week. That's made a difference, thank you."

·        Or conversely: "Because the report wasn't ready, we had to postpone the client presentation. That's cost us two weeks. Let's talk about what got in the way."

This isn't about praise or blame. It's about helping people understand cause and effect in a direct, honest way.

Make the connection between actions and outcomes visible

When someone consistently misses commitments or makes excuses, you have a coaching opportunity. And an obligation.

The longer you let it slide, the more you signal that accountability is optional. Have the hard conversation sooner rather than later.

·        Come from curiosity first: "I've noticed this is the third time we've had to extend this deadline. Help me understand what's getting in the way."

·        Listen for patterns. Is it a skills gap? Unclear priorities? Lack of motivation? Each requires a different coaching response.

·        Be direct about the impact and what needs to change, while remaining open to how you might better support them.

Address avoidance early

This is perhaps the hardest part of coaching for accountability. When someone doesn't deliver, they need to feel the weight of that- not through manufactured punishment, but through natural professional consequences.

If they miss a deadline, don't rush in to fix it. Let them present the unfinished work. Let them explain to stakeholders why it's not ready. Let them own the recovery plan.

Obviously, use judgment here. You're not setting people up to fail catastrophically. But you are letting them experience the full reality of not following through. That's how adults learn.

Let people experience consequences

You can't coach accountability if you're not accountable yourself.

If you commit to providing feedback by Friday, provide it by Friday. If you say you'll get them additional resources, follow through. If you're late or drop the ball, acknowledge it plainly.

Your team watches what you do far more than they listen to what you say. Show them what ownership looks like.

Model what you're asking for

Coaching for accountability is really all about developing people who can be trusted to deliver without constant supervision. Who spot problems early and raise them. Who take initiative when something needs doing. Who can be relied upon.

That kind of team doesn't happen by accident. It's built through consistent coaching that combines high expectations with genuine support.

Make the expectations clear. Create space for independence. Check in with purpose. Make consequences visible. Address issues early. And model it all yourself.

Do this well, and accountability stops being something you have to enforce. It becomes how your team naturally operates.

For a full program of Growth Faculty's live events, [download our program](https://thegrowthfaculty.com/ProgramDownload). 

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Coaching for Accountability

Tips on How to Help Your Team Own Their Work

Keep informed
Stay Inspired

Coaching for Accountability

Tips on How to Help Your Team Own Their Work

Keep informedStay Inspired

Keep informed
Stay Inspired