Cultivating Culture Through Accountability

As a leader, holding others accountable can be difficult, especially when we haven’t seen accountability modeled well throughout our lives. I mean survey your childhood and then write down what accountability looked like or didn’t in your family. If you grew up anything like me, you may have heard the phrase “Do as I say not as I do.” Or, you may question why one sibling was treated differently than the other. 

In this Weekly Tea with ARG we will spend our time focusing on another foundational element of culture: Accountability. 

 (Rather listen? Tune into the Weekly Tea with ARG on the Spared Change Podcast)

When you hear the word accountability what do you think of? 

It’s easy to think of it as just holding people responsible for their work. But true accountability in a thriving culture goes deeper than deadlines and deliverables. It’s about creating an environment where everyone, including you as the leader, feels ownership—not just for their tasks but for the team’s success.

I spent the bulk of my corporate career in hospitality. Towards the end of my time in the industry I worked in a hotel that struggled with accountability. I had been at this particular hotel for a couple of years before we got a new general manager, named Paige. Paige was known for being a “difficult” leader. So, it wasn’t a shock when she came into the hotel and quickly set a tone of expectation and accountability. 

Every day, Paige would walk every inch of the property. She would note all of the aesthetically displeasing items on her list. Along her daily route, she would stop and engage with team members. She would ask for their input about their department, what they needed to be successful, and would even inquire about them personally. Paige got to know the entire team, not just the leaders. She was invested, taking time to know each one personally and professionally. 

As the days went on, this slow transformation began to happen. Through brief but meaningful connections, she modeled what accountability looked like. She didn’t just hold us responsible for our work, Paige created an environment where team members were seen and heard. Where everyone, even those who were often overlooked by senior management, could provide input and express concerns without feeling scared. Everyone began to take pride in their work and the property again. 

Her presence removed the once toxic behavior of blame, where everyone worked in silos, to a space where everyone began to talk to each other, helping remove obstacles for each other. The team felt a sense of ownership and shared success. 

Paige wasn’t difficult, she was exceptional. She understood how to create a thriving culture of accountability and she modeled it every step she took. 

True accountability builds a thriving culture that not only breaks barriers but also creates a space where every member chooses to take ownership of the team’s shared success. 

Here are three things to consider when it comes to accountability: 

1. Do you model it? Accountability starts at the top. When leaders own their actions, acknowledge mistakes, and follow through on commitments, it sets the tone for the entire team. Ask yourself: Are you leading by example? 

2. Is accountability clear and consistent? When expectations are vague, accountability falters. Does your team know exactly what success looks like, and are they empowered with the resources and support to achieve it? Clear communication ensures accountability feels fair and achievable, not punitive. 

3. Is accountability tied to growth? In a healthy culture, accountability isn’t about blame. It’s about learning and improving. How do you approach feedback? Is it constructive and focused on solutions, or does it unintentionally discourage risk-taking and innovation? 

Here’s a small practice to try this week: When something doesn’t go as planned, resist the urge to immediately fix or blame. Instead, gather the team and ask, “What can we learn from this? How can we move forward better together?” This reframes accountability as a shared opportunity for growth, not just an individual burden. 

Remember, accountability isn’t just about what we do, it’s about “how” we do it. It’s the foundation for trust, performance, and alignment. When done right, it strengthens the culture that your company is building every single day. 

So, pour your tea (or coffee), and take a moment to reflect: How are you fostering accountability on your team? 

What’s one thing you can do this week to lead with accountability in a way that inspires trust and growth?

Weekly Tea with ARG is a weekly reflection designed to inspire leaders to build intentional, values-driven culture through actionable insights and thoughtful practices.

If you are looking for support to strengthen your company's culture or build team resilience, reach out to us at ARG Coaching & Consulting Group, we are here to help your team conquer change and cultivate results.