Page 269 - Fearless Leadership

256 FEARLESS LEADERSHIP

This does not mean leaving people alone to solve problems. In a com-
mitted partnership, you are accountable for helping others be more effec-
tive by demonstrating your commitment to their success. Unless you have
made a decision to fire an individual, you must keep your feet solidly
planted in helping him or her succeed.

Let Behavior Be the Determining Factor, Not Words
Set limits, provide support, establish consequences, and pay atten-
tion to how people behave.

CONSTRUCTIVELY INTERVENING AND HOLDING
EACH OTHER ACCOUNTABLE

Holding each other accountable is a purposeful action to address unpro-
ductive behavior and quickly correct it. Committed partners coach each
other and constructively intervene to support each other and drive results.
They are tough on commitments, easy on people.
Actually, coaching is a mild word when used to describe how commit-
ted partners engage; constructive intervention is a more apt description
because it connotes the rigor and discipline required. However, for the pur-
pose of this discussion, I am using the phrases “constructive intervention”
and “coaching” interchangeably.
Holding each other accountable is not limited to leaders holding their
teams accountable. In a high performance environment, it happens in all
directions—upward, downward, and horizontal. Let’s take an example of
how team members held their team leader accountable for his impact.
When a major breakdown occurred between a chemical supplier and the
business unit, the leader reacted and said he would not use this supplier
again. But team members were unwilling to react to a breakdown. Instead
they held the team leader accountable for behaving consistently with his
commitment to work in partnership.
In a meeting of the team, one member said to the team leader, “I want
to coach you on a blind spot. Are you open to this?” The team leader, who
was used to being coached, agreed. The direct report continued, “I feel
that you’re reacting instead of working this through. I share your frustra-
tion, but I also share your commitment to work in partnership with our