Cultivating shared accountability within a leadership team is crucial for organizational success. We’ve gathered insights from CEOs and founders, detailing twelve specific techniques that foster this collaborative spirit. From celebrating wins as a team effort to developing a collective purpose, discover the strategies that these leaders swear by for creating a sense of unity and shared responsibility.
- Celebrate Wins as a Team Effort
- Lead by Example in Teamwork
- Link Bonuses to Team Performance
- Implement Collaborative OKRs
- Foster a ‘We’ Mindset
- Address Accountability Issues Promptly
- Focus on Outcome-Based Reporting
- Pair Leaders on Strategic Projects
- Set Collective Goals for Collaboration
- Introduce an Ownership Matrix
- Conduct Weekly Leadership Check-Ins
- Develop a Collective Purpose
Celebrate Wins as a Team Effort
One approach that’s worked really well for me in fostering shared accountability among my leadership team is making sure that every win is recognized and celebrated as a group effort. We highlight and showcase each individual’s contributions during meetings, but we do it in a way that connects those wins to the broader team goals. This way, no one feels like they’re in it alone, and it reinforces the idea that every success, big or small, contributes to the whole.
I’ve also found that creating an open forum for discussing both wins and challenges helps build a sense of accountability. It encourages team members to be transparent about their progress, and it promotes collaboration when someone needs support. By keeping the focus on collective success, we’ve built a culture where everyone feels responsible for the outcome and is more invested in both individual and team performance.
Michael Lazar
CEO, Content Author
Lead by Example in Teamwork
I think what helped us is that I always lead by example. I never tell them, “This is not my scope anymore” or “I don’t know anything about this, so I’m not sure how I can help.” Instead, I consistently demonstrate my willingness to engage in any task at hand—regardless of its nature. This approach not only fosters an environment of collaboration but also reassures my team members that their contributions are valued. It also reassures them that we are in this together.
I would say that—as an active participant and one who shows no job is beneath me—I set a standard for accountability and commitment. I think this behavior encourages my leadership team members to adopt a similar mindset, creating a culture where everyone is committed to the team’s success and feels comfortable stepping beyond their defined roles to support one another. Ultimately, I’d say that this unity strengthened our collective efforts and enhanced our effectiveness as a team.
David Rubie-Todd
Co-Founder & Marketing Director, Glide
Link Bonuses to Team Performance
We’ve implemented a system where leadership bonuses are partially tied to the performance of the entire leadership team, not just individual achievements. This financial alignment ensures that each leader has a stake in the success of their peers, creating a collective drive towards shared objectives. It’s a tangible way to link personal incentives with team success.
We’ve implemented quarterly leadership retreats that focus on team-building and strategy alignment, allowing leaders to step back from daily operations and think collectively about the big picture. During these retreats, we engage in activities that require trust and cooperation, which translates into a stronger sense of accountability when we return to the office. It’s a powerful way to reinforce our shared mission and commitment.
Alari Aho
CEO and Founder, Toggl Inc
Implement Collaborative OKRs
Creating a sense of shared accountability among leadership team members is essential for fostering a cohesive and high-performing management team. One effective technique I’ve employed is the implementation of “Collaborative OKRs” (Objectives and Key Results).
With Collaborative OKRs, we set team-wide objectives that align with our company’s strategic goals, ensuring that each leadership member is accountable for contributing to these collective goals while also having their individual responsibilities. At the beginning of each quarter, we hold a workshop to define and agree upon these objectives, making sure that everyone understands how their specific roles and actions will impact the overall success. This collaborative process not only ensures alignment but also fosters a sense of ownership and mutual responsibility.
For example, during a recent product launch, we established a set of OKRs that encompassed both strategic milestones and operational goals. Each leader was assigned specific key results that contributed to these overarching objectives. We held regular check-ins to review progress, discuss challenges, and adjust strategies as needed. This approach facilitated transparent communication and a shared understanding of how each leader’s contributions were integral to the team’s success. As a result, accountability was naturally integrated into our daily operations, and the leadership team worked more cohesively toward our common goals.
Shehar Yar
CEO, Software House
Foster a ‘We’ Mindset
One of the most critical aspects of effective leadership is fostering a sense of shared accountability. This means ensuring that every team member feels invested in the team’s success and is willing to take responsibility for their actions.
One technique that has proven highly effective for me in building a culture of shared accountability is the “We” mindset. This involves shifting the focus from individual achievements to collective success.
Here’s how:
- Use “We” Language: In all team meetings and communications, I emphasize the use of “we” and “our” rather than “I” and “my.” This reinforces the idea that we’re all in this together.
- Celebrate Team Wins: When the team achieves a goal, I make sure to highlight the collective effort. This reinforces the notion that everyone’s contributions are valuable.
- Encourage Open Communication: I create a safe environment where team members feel comfortable sharing their thoughts, concerns, and ideas. This open dialogue helps to build trust and understanding.
- Delegate Responsibilities: I delegate tasks and projects based on each team member’s strengths and interests. This not only empowers individuals but also fosters a sense of ownership.
- Hold Regular Check-Ins: I schedule regular one-on-one meetings with each team member to discuss their progress, challenges, and goals. This helps to keep everyone aligned and accountable.
By consistently reinforcing the “We” mindset, I’ve been able to create a leadership team that is highly collaborative, motivated, and committed to achieving shared goals.
Shishir Khedkar
Head of Engineering
Address Accountability Issues Promptly
I stand by the prompt and decisive addressing of any accountability issues as being paramount, regardless of your industry or organization, where challenges are confronted with a blend of urgency and strategic finesse. By swiftly tackling any difficult conversations and performance discrepancies, you can preempt the erosion of trust and collective responsibility, serving as a powerful deterrent against the spread of complacency or blame-shifting within your leadership echelons. Make constructive feedback a normative aspect of your organization’s discourse and transform any potential points of friction into opportunities for collective growth and strategic realignment.
Dennis Sanders
Founder, Burning Daily
Focus on Outcome-Based Reporting
We emphasize “outcome-based reporting” in our meetings. Leaders are required to discuss the outcomes of their initiatives in terms of business impact, rather than just listing tasks completed. This shifts the focus from busy work to meaningful action that drives the company forward and holds each leader accountable not just for doing things right, but for doing the right things.
We have developed a custom “leadership dashboard” that provides real-time data on key performance indicators relevant to each department. This tool allows leaders to monitor their own performance and see how their decisions impact the broader company metrics. It serves as a powerful reminder of their role in the company’s ecosystem and fosters a proactive approach to addressing potential issues before they escalate.
Mark McDermott
CEO & Co-Founder, ScreenCloud
Pair Leaders on Strategic Projects
A technique I’ve found effective is what we call “Leadership Pairing,” where two leaders from different departments collaborate on a strategic project. For example, our CFO and our CTO recently paired up to streamline our financial reporting systems with new technology, a project that required both financial acumen and technical expertise. This pairing approach has helped leaders develop a shared sense of responsibility, as success depends on their ability to work together and leverage each other’s strengths. This not only strengthens the relationships within the leadership team but also reinforces a culture of mutual accountability, where everyone feels responsible for the outcome of key initiatives.
Dinesh Agarwal
Founder, CEO, RecurPost
Set Collective Goals for Collaboration
Creating a sense of shared accountability among leadership team members is crucial for fostering a cohesive and high-performing team. One approach that has worked well for me is the implementation of clearly defined, collective goals that require collaboration and mutual responsibility. Rather than assigning isolated tasks or goals to individual leaders, I focus on setting broader objectives that can only be achieved through the combined efforts of the entire team.
For example, instead of having separate targets for sales, marketing, and operations, we establish an overarching company goal—like achieving a specific revenue milestone or launching a new product line successfully. Each leader’s responsibilities are then tied directly to this collective goal, and their success is measured not just by their own department’s performance, but by how well the team as a whole achieves the objective.
To reinforce this sense of shared accountability, we hold regular cross-functional meetings where each leader reports on their progress in the context of the collective goal. These meetings serve as a platform for discussing challenges, sharing insights, and identifying areas where team members can support each other. The transparency in these discussions helps ensure that everyone is on the same page and that any issues are addressed collaboratively, rather than being left to one department to resolve alone.
Another key element is fostering a culture of open communication and trust. Leaders are encouraged to be candid about their challenges and to seek help from their peers when needed. By emphasizing that the success of the company is a shared responsibility, and that asking for help is a sign of strength, not weakness, we create an environment where leaders feel genuinely invested in each other’s success.
This approach not only drives better results but also strengthens the bonds within the leadership team, creating a unified and accountable group that is focused on achieving shared goals.
Samantha Easton
Chief Executive Officer, Blue Diamond Sales & Rentals, Inc
Introduce an Ownership Matrix
Creating a sense of shared accountability among leadership teams starts with setting clear, collective goals. One technique I’ve found highly effective is the Ownership Matrix, which I developed from my years of working with teams across various industries in Australia, the UAE, and the U.S.
The idea is simple: each leader is assigned a primary responsibility for specific objectives, but every team member has a secondary accountability for all the team’s goals. This ensures that even if one person is the lead on a task, everyone has a stake in its success. This approach worked particularly well when I was helping a struggling telecom company in the UAE.
By implementing the Ownership Matrix, we increased their output by over 25% within three months because leaders felt not just responsible for their tasks but also accountable to each other. My experience, especially with turning around underperforming businesses, helped me refine this method. It draws from my telecommunications background, military training in teamwork, and my MBA in finance.
These elements taught me that accountability doesn’t just sit with one person; it needs to be spread across the entire leadership team to function properly. When each member feels ownership of both their role and the team’s success, you foster an environment where no one lets the ball drop, and collective responsibility drives performance.
Ronald Osborne
Founder, Ronald Osborne Business Coach
Conduct Weekly Leadership Check-Ins
I’ve found that creating a sense of shared accountability within my leadership team comes down to fostering transparency and open communication. One technique I rely on is implementing a weekly leadership check-in. During these sessions, each team member shares their progress on key initiatives, discusses challenges, and, most importantly, seeks input or assistance from others. This isn’t just about updating everyone but about creating a space where we can genuinely support one another.
I remember when we first started this approach, it was clear that everyone was hesitant to admit they needed help. But over time, as I consistently shared my own struggles and asked for advice, others followed suit. It’s amazing how quickly this transformed our dynamic—everyone began to feel more responsible not just for their own tasks but for the success of their peers as well.
This practice has been invaluable in building trust and ensuring that accountability is truly shared across the team.
Kenan Acikelli
CEO, Workhy
Develop a Collective Purpose
Creating a sense of shared accountability among your leadership team can be difficult. Each leader can become an expert in their functional area, and silos of excellence begin to develop. It’s important for your leadership team to remember the bigger picture and who they serve. When leadership teams share in a collective purpose, accountability to each other and the organization increases.
Developing a collective purpose allows your team to understand not just the bigger picture of the organization, but to truly invest themselves in the ‘why’ of the organization. When a team is aligned to a collective purpose, they share a calling for how they seek to contribute to the world. They can clearly articulate how they impact those they serve through their work. When everyone sees how they contribute to the collective purpose of the organization, accountability increases.
I previously led a team at a distribution center for a Fortune 50 retail company. We worked long shifts, overnight, and it could have been a grind, had it not been for our collective purpose. As the team leader, I took time to understand each individual’s reason for working at our distribution center. I also took time to ask what they felt was important about our work. I related their individual purpose for working with the organization’s purpose. People started to realize we weren’t just here to move boxes from one end of our distribution center to another. We were here to ensure that when someone shopped at our stores, our products were on the shelves.
Why? Maybe that person only had enough fuel for one trip? Maybe that person only had 30 minutes between their work shift and their night class to go shop for their family? Maybe that person was running late to a holiday get-together and needed to pick up something to bring?
Whatever their individual reason was, our team at that distribution center saw the bigger picture. They understood how their work contributed to those we serve. They saw a bit of themselves in our customers and were able to align individual purpose with the collective purpose of our team. This drove our sense of shared accountability through the roof!
Will Ramey
Owner, Shared Leadership LLC