Written by: Michelle Schafer, Senior Level Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Leaders ‒ are you encouraging accountability to the team, or accountability to you as a leader?
This fall, I watched a lot of rugby – it’s a relatively new passion for my elder son. As a late recruit to this team, the season-end tournament was the first time he played in formal matches with this squad outside of practices. They performed very well in this tournament, winning 4 out of 5 games. My son enjoyed his time with the team, and even earned an MVP recognition! But what was more interesting to me ‒ yes, more than winning, or achieving MVP status ‒ was what was happening both on and off the field. Team members encouraged each other and recognized teammates for scoring a try (a goal in rugby), or making a tough tackle, or being in a position to receive a pass. Players pointed out potential plays on the field, helping each other out. The boys were supportive of each other, and didn't get upset if they had to sit out, as they recognized it was to help the team be the strongest in that moment. And they had a shared team purpose - focused more on advancing plays than the big outcome of winning the game. The team coach is strong - he's extremely knowledgeable about the game, and is great with these kids. But this leader wasn't driving all the activities I mention above. The boys were. They were accountable first to each other, and then to their coach. I imagine they also wanted to make their coach proud, but the strong sense of team came from them. Did this team accountability form magically on its own? Of course not. This is where the coach comes in - I imagine there is lots he is doing in practice to help each member of the team not only feel that sense of belonging, but also to know how they can contribute to this high-performing team, without the coach needing to constantly prompt them.
So how do you shift from leader-led accountability to team-led accountability: Using my son’s rugby team and their best practices as a model, here are 5 tips to help you get there:
Develop the skills that will allow team members to take the lead – In rugby, coaches teach everything in practice and on game day, the captains take the lead. They lead the warm up, they coach their team in the field, and they lead by example. Accountable teams have strong coaches and mentors.
Build trust ‒ There is no shouting from the coaches on the sidelines because the team is trusted to make decisions and play the way they have been taught with minimal direction from the coach. Trust your team to know what they are doing, and be there to provide support when they need it.
Be consistent and inclusive – In rugby, kids are given equal time on the pitch and no matter whether it is your first day or 9th year with the team you are treated with the same level of respect and encouragement to succeed. The result: a team who can be successful with any mix of players or skill levels.
Celebrate wins and discuss failures together – Whether the game is won or lost, there are opportunities for learning and ongoing development. Teams are more accountable to each other when they celebrate successes together and help each other in challenging times. “I” is replaced by “we”.
Have a shared purpose - In the game, the purpose is to advance plays and support each other in the process. The purpose is not about winning (although it's always nice when that happens!) If any one player is more focused on the win, then the team effort suffers, as some players are focused on one purpose while others are focused on another. Leaders can help teams develop awareness and acceptance of what that purpose needs to be.
Leaders ‒ what are you doing to foster accountability within your team? How does team accountability "show up"? I'd love to hear below.
Michelle Schafer, Senior Level Executive Contributor Brainz Magazine Michelle Schafer is an International Coaching Federation Certified Coach and Facilitator specializing in career transition and leadership. She is the owner and founder of Michelle Schafer Coaching, empowering people to achieve career fulfillment. Michelle has personally experienced two significant career transitions through restructuring and has reinvented herself for new careers both times. She deeply understands the physical, emotional and mental impact associated with a job search. Michelle is passionate about people and inspired by their progress, working with clients at all levels of an organization and across sectors including federal and municipal government, high tech, not-for-profit and financial services. Michelle offers coaching 1:1 in groups and recently was certified in the foundations of team coaching with the Global Team Coaching Institute.
