Leadership and Accountability Practices

How can you bring out the best in people? I’ve been in leadership for over 20 years, and I’ve tried just about every approach—some were great, some flopped spectacularly. But there’s one formula that Frances Frei and Anne Morriss shared in the book Unleashed that works: Deep Devotion + High Standards. (Frances and Anne are amazing btw). Get the combination right, and you unlock the best in your people. Miss the mark, and your leadership falls into traps. High Standards, Low Devotion = Judgment You push for excellence but don’t offer the support needed to reach it. Your team feels crappy. High Devotion, Low Standards = Indulgence You genuinely care but fail to challenge. I’ll admit, I’m sometimes guilty of this with my kids 🙂 Low Devotion, Low Standards = Neglect You don’t expect much, and you don’t provide much. You will not get much. ✅ High Devotion, High Standards = High Performance You’re fully invested in people’s success while holding them to a high bar. This is where great leadership happens. So how do you make sure you’re leading with both deep devotion and high standards? Here’s what’s worked for me: 1. Set clear expectations (and don’t be vague) People should always know exactly what’s expected of them—no guessing, no surprises. Regularly communicate goals and hold your team accountable. 2. Give real, direct feedback No sugarcoating, no waiting for annual reviews. Be honest, be specific, and do it often. The best feedback helps people course-correct before things go off track. 3. Go to bat for your team If they need resources—more staff, better tools, your time—make it happen. Deep devotion isn’t just a phrase; it’s action. This isn’t easy, but leadership rarely is. The best leaders challenge and support in equal measure. How do you bring out the best in your teams?

Leadership isn’t a title—it’s a responsibility. I’ve watched so-called “leaders” distance themselves the moment things went wrong. ❌ Blaming their team. ❌ Dodging accountability. ❌ Saving face instead of standing up. And every time, it sent a clear message: “You’re on your own.” But real leadership works the other way around. Strong leaders step in—not step away—when their people need them most. Because leadership means: ✔️ Taking ownership, even when it’s uncomfortable ✔️ Supporting your team, especially when mistakes happen ✔️ Standing between your people and unnecessary politics, blame, or burnout It doesn’t mean ignoring problems or lowering expectations. It means: ✔️ Coaching instead of criticizing ✔️ Advocating for your team when they’re not in the room ✔️ Giving them the tools, confidence, and trust to succeed The best leaders don’t throw people under the bus. They build them up, challenge them to grow, and take responsibility for the outcome. A leader’s reputation isn’t built on how well they lead when things go right—it’s built on how they show up when things go wrong. Have you ever worked with a leader who stood up for their team? What impact did it have? Let’s discuss in the comments. ♻️ If this resonates, share it with your network. 🔔 Follow Dr. Chris Mullen for more insights on leadership and culture.

When I started leading a high-powered recruiting team, I had the traits of the TYRANT leaders I now call out. Here's why: Despite my degrees, certificates, and ongoing professional development, nothing prepared me to transition into leading. I still had an individual contributor (IC) mindset, which unintentionally led me to compete with my very capable team. At the time, I engaged in behaviors like: Taking over projects instead of developing my team. Working long hours, thinking it showed commitment. Making unilateral decisions vs collaborating. Giving orders instead of providing clarity and context. Hoarding information instead of communicating transparently. Prioritizing my metrics over team goals. A month in, my boss at the time sat down with me and told me to own my transition and to stop taking over work when someone asked for help. (she's one of the best Leader's I've ever had) To transform my mindset, I sought out a few internal sponsors and observed how they managed their teams. I also asked my team for feedback on where I could do better. Once I made the changes: mindset and action, I began demonstrating new leadership behaviors: Coaching my team and developing their problem-solving skills. ↳Created an authorization matrix to empower them to make decisions. Promoting work-life balance through prioritization and delegation. ↳I stopped working on vacation to set a better example. Making collaborative decisions to increase buy-in. ↳They worked on the reqs, so I asked for their ideas and where I could implement them. Painting a vision and equipping the team to get there themselves. ↳I translated the organization's vision down to how it affected our team goals. Openly communicating to build trust and transparency. ↳I promoted democratic decision-making and explained when it needed to be autocratic. Aligning on and championing team goals over my individual metrics. ↳I held weekly reviews where I celebrated their success because it was OUR success. Here's what I want you to take from this: 1. Develop your team's skills rather than trying to be the expert. 2. Delegate decisions to increase buy-in and leverage diverse perspectives. 3. Openly share information rather than hoarding knowledge and insight. 4. Recognize and elevate your team's contributions rather than taking individual credit. #aLITTLEadvice #leadership

Stop leading like it's 1995. Modern vs. outdated leadership: Most managers want to "lead modern teams." But no one describes what that actually looks like. It's not a motivational speech or a new app - It's the small choices you make about: ↳How work gets done ↳How people grow ↳How decisions get made. Here are 11 shifts that separate outdated from modern leadership: 1. Performance Reviews ↳Old Style: Sitting down once a year for a formal review ↳New Style: Having short weekly check-ins to ask "What's working? What's stuck?" 2. Healthy Work Pace ↳Old Style: Sending late-night emails and expecting quick replies ↳New Style: Blocking off recharge time and encouraging people to log off 3. Productive Meetings ↳Old Style: Weekly status meetings for every project ↳New Style: Meeting only to decide or unblock 4. Tools and Automation ↳Old Style: Blocking new tools to keep control ↳New Style: Approving safe tools and automating repetitive work 5. Sharing Information ↳Old Style: Keeping updates in private meetings or email chains ↳New Style: Posting decisions and notes in a shared document or channel 6. Developing People ↳Old Style: Giving quick answers when someone brings a problem ↳New Style: Asking "What do you think we should try first?" 7. Everyday Recognition ↳Old Style: Saving praise for annual awards or big launches ↳New Style: Giving frequent, specific recognition in the moment 8. Scaling Leadership ↳Old Style: Requiring every small decision to come through the leader ↳New Style: Creating checklists or playbooks so others can decide without waiting 9. Planning and Strategy ↳Old Style: Writing a detailed annual plan and sticking to it relentlessly ↳New Style: Testing a small pilot, then expanding if it works 10. Hiring Talent ↳Old Style: Choosing candidates from well-known schools or companies ↳New Style: Choosing candidates who show they can learn quickly and adapt 11. Career Growth Paths ↳Old Style: Expecting employees to climb a single ladder ↳New Style: Supporting lateral moves, new skills, and trial roles None of these changes require a new budget or a new title. They just require managers willing to trade control for clarity - And old habits for better systems. Which one of these shifts feels most relevant to you right now? --- ♻️ Share this to help inspire more modern leaders. And follow me George Stern for more leadership content.

✅ Yourself: "Why owning mistakes is the path to growth + leadership" As a human (and a coach), I've experienced missteps, blunders, and embarrassing moments. How we respond to these inevitable mistakes often says more about our character than the mistakes themselves. Getting caught up in self-flagellation, making excuses, or trying to cover our tracks is easy. But owning our mistakes head-on is one of the most influential #leadership skills we can cultivate. Here are 5 proven ways to own your mistakes and use them as springboards for growth: 1.) Admit Fault Promptly and Sincerely: Rip the Band-Aid off quickly, take full responsibility, and don't make excuses. A simple, heartfelt "I made a mistake, and here's what I'm going to do to fix it" can go a long way. 2.) Examine the Root Causes: Dig deeper to understand what led to the misstep. Identifying the underlying causes will help prevent similar errors in the future. 3.) Outline a Constructive Plan of Action: Present a clear, proactive plan for addressing the issue and making amends. This shows that you are committed to fixing the problem. 4.) Seek Feedback and Input: Invite others to provide honest feedback on your proposed solution. This outside perspective can uncover blind spots. 5.) Follow Through with Discipline and Transparency: Stick to the plan, be accountable for your progress, and keep stakeholders informed. Consistency and transparency will rebuild trust and respect. KEY TAKEAWAY: The reality is that we'll all mess up at some point. However, how we respond can either erode or cement our credibility as leaders. By owning our mistakes head-on, we model the vulnerability, resilience, and commitment to continuous improvement that inspires others. Coaching works; let's work together. | Follow Joshua Miller #joshuamiller #executivecoaching #coachingtips #mindset #performance #leadership #upskill #careeradvice #getahead #success #character

Great leaders take responsibility when there is blame and stay in the background when there is praise. I've worked with leaders at Harvard and Amazon who embodied this principle, and they transformed entire teams with this simple practice. True leadership isn't about taking credit—it's about taking responsibility. Here's why exceptional leaders embrace accountability: 1/ 𝗧𝗵𝗲𝘆 𝗕𝘂𝗶𝗹𝗱 𝗨𝗻𝘀𝗵𝗮𝗸𝗮𝗯𝗹𝗲 𝗧𝗿𝘂𝘀𝘁. ↳ By absorbing blame, they create psychological safety. ↳ Team members feel protected, not exposed. 2/ 𝗧𝗵𝗲𝘆 𝗚𝗿𝗼𝘄 𝗢𝘁𝗵𝗲𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀. ↳ Sharing credit empowers team members to step up. ↳ They create visibility opportunities for their people. 3/ 𝗧𝗵𝗲𝘆 𝗢𝘄𝗻 𝗧𝗵𝗲 𝗢𝘂𝘁𝗰𝗼𝗺𝗲. ↳ They say "I made a mistake" not "the team failed". ↳ They use "we succeeded" not "I succeeded". 4/ 𝗧𝗵𝗲𝘆 𝗗𝗲𝗺𝗼𝗻𝘀𝘁𝗿𝗮𝘁𝗲 𝗦𝗲𝗰𝘂𝗿𝗶𝘁𝘆 𝗶𝗻 𝗧𝗵𝗲𝗺𝘀𝗲𝗹𝘃𝗲𝘀. ↳ Their confidence doesn't depend on public recognition. ↳ They know their value beyond external validation. 5/ 𝗧𝗵𝗲𝘆 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆. ↳ Their example sets the standard for everyone. ↳ The entire team learns to focus on solutions, not blame. Remember: How leaders handle failure and success reveals their true character. Anyone can look good during victories. But great leaders shine brightest when things go wrong. 𝗛𝗮𝘃𝗲 𝘆𝗼𝘂 𝗲𝘃𝗲𝗿 𝘄𝗼𝗿𝗸𝗲𝗱 𝘄𝗶𝘁𝗵 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿 𝘄𝗵𝗼 𝘁𝗼𝗼𝗸 𝘁𝗵𝗲 𝗯𝗹𝗮𝗺𝗲 𝗮𝗻𝗱 𝘀𝗵𝗮𝗿𝗲𝗱 𝘁𝗵𝗲 𝗰𝗿𝗲𝗱𝗶𝘁? 𝗛𝗼𝘄 𝗱𝗶𝗱 𝗶𝘁 𝗶𝗺𝗽𝗮𝗰𝘁 𝘆𝗼𝘂?

10 outdated leadership rules holding you back. (And what to do instead) Most leadership advice is past its expiration date. If you’re still following it, you’re falling behind. Because the workplace has changed. Great leaders evolve with it. Here’s what to leave behind: 1. "Hire for experience" ❌  ✅ Hire for learning velocity. ↳ Test adaptability with real failure scenarios. 2. "Never show weakness" ❌  ✅ Share mistakes to build trust. ↳ Run "Failure Labs" to extract key lessons. 3. "Stay professional. Keep your distance." ❌  ✅ Build real connections. ↳ Pair big projects with growth-focused 1:1s. 4. "Fix weaknesses" ❌  ✅ Play to strengths. ↳ Redesign roles around peak performance. 5. "Motivate with incentives" ❌  ✅ Drive performance with purpose. ↳ Give teams 10% budget for passion projects. 6. "Work-life balance is soft" ❌  ✅ Sustainable performance wins. ↳ Protect peak productivity hours. 7. "Leaders speak, teams listen" ❌  ✅ The best ideas come from the frontlines. ↳ Have leaders vote last in key decisions. 8. "Stay solution-focused" ❌  ✅ Define the problem first. ↳ Disprove top 3 problem hypotheses before acting. 9. "Be consistent at all costs" ❌  ✅ Balance opposing forces. ↳ Track "tension metrics" (e.g., speed + quality). 10. "Control information flow" ❌  ✅ Default to transparency. ↳ Share real-time insights across teams. The best leaders don’t follow outdated advice. They evolve, challenge, and adapt. What’s the worst leadership advice you’ve ever heard? Drop it in the comments 👇 ♻️ Share to help other leaders grow. 🔔 Follow Dave Kline for more.

Harsh truth for control freak managers: The best leaders I've ever worked with created environments where everyone felt safe to speak the truth. I've observed this pattern consistently in both high-performing and struggling organizations: Struggling teams → Limited psychological safety → People withhold their best ideas and critical feedback Thriving teams → Strong psychological safety → Innovation flourishes and problems get solved faster What happens when leaders build psychological safety: ↳ People flag problems before they become disasters ↳ Team members bring their full creativity to challenges ↳ Diverse perspectives emerge naturally in discussions ↳ Less time wasted on politics, more energy for solutions ↳ Critical feedback flows upward, not just downward The research backs this up, too… Google's Project Aristotle found that psychological safety was the #1 predictor of team performance - more important than individual talent, experience, or any other factor. This isn't about being "soft" – it's about being smart. Your team's psychological safety directly impacts your bottom line. The most successful leaders understand that protecting their team means creating space for honest dialogue, even when it challenges their own thinking. What's one thing you do to make your team feel safe to speak up? — Reshare ♻️ if you believe great leadership starts with psychological safety. And follow me for more insights like this.

The strongest leaders I know have one thing in common… They’re not afraid to say these three words: “I screwed up.” One of my bosses once stopped a high-stakes meeting cold with those exact words. No excuses. No deflection. Just: “I screwed up. Here’s what happened. Here’s how we’ll fix it.” In that moment, he didn’t lose the room. He earned its respect. We started bringing forward problems earlier. Solving them faster. Owning our work more fully. Because vulnerability…real, humble accountability… is a leadership multiplier. Here’s what it does: → It breaks down walls between “leadership” and “the team” → It gives others permission to own their mistakes, too → It shifts people from fear-based compliance to trust-based commitment The irony? Leaders who try to look bulletproof often come off as insecure. Want to lead like that? No! Try this instead: 1. Admit when you mess up. Accountability builds trust faster than perfection ever could. 2. Share what you’re learning… not just what you’ve mastered. 3. Ask real questions like: “What am I missing?” or “How could I have handled that better?” 4. Normalize “smart mistakes.” Teams that can discuss failure without fear are the ones that grow. The best teams I’ve worked with weren’t led by perfect people… They were led by real ones… honest ones. Psychological safety isn’t soft. It’s how high-performing teams are built. What would shift if you led with that kind of strength today? ⸻ Follow me (Jon Macaskill) for leadership insights, wellness tools, and real stories about humans being good humans. And yeah… feel free to repost if someone in your life needs to hear this. 📩 Subscribe to my newsletter here → https://lnkd.in/g9ZFxDJG You’ll get FREE access to my 21-Day Mindfulness & Meditation Course—packed with actionable tools to lead with clarity and resilience.

What struck me watching that clip wasn’t the game, it was the leadership principle behind it. Here’s the leadership mistake I see over and over again: Leaders confuse being nice with being clear. When a standard isn’t met, they soften it. They let it slide “just this once.” They believe they’re protecting morale. In reality, they’re training the team to treat commitments as optional. What the best referees, coaches, and executives do instead is brutally simple: They hold people to what they already promised. That’s the difference. You don’t need to invent new rules or pile on pressure, you simply bring people back to their own word. In my work with executives, I’ve seen this shift transform teams overnight: Reframe accountability. Instead of asking “why didn’t you,” ask “what do you need to deliver what you committed to?” Make the standard visible. Write it, repeat it, revisit it until there’s no fog around what “good” looks like. Never lower the bar in silence. If circumstances change, renegotiate openly. Quietly ignoring a miss destroys trust faster than the miss itself. The truth? People don’t lose respect because you hold them accountable. They lose respect when you don’t. Accountability is not about punishment. It’s about protecting the trust that makes performance possible. → Leaders: the next time someone misses a commitment, ask yourself: am I protecting their comfort, or am I protecting the culture? 🎥VC: onlyaminuteofaviation #SalesAndMarketing #RevenueGrowth #CustomerExperience