Why Accountability Breaks Down (and How to Fix It)
Almost every founder or leader I talk to says they’re struggling with accountability on their team.
My question back is: On a scale of 1 to 10, how certain are you that your team knows exactly what they’re accountable for?
The average answer: ~2!!
That’s not because people don’t care or want to avoid responsibility. More often, it’s because leaders haven’t created the clarity, structure, or rhythm that makes accountability possible - or even better yet, easy! But getting there is anything but easy. It takes focus, consistency, communication, and creativity.
The Accountability Myth
Many leaders beat themselves up for being “bad managers.” They assume they missed some formal training or didn’t have the right role models, and now their teams are paying the price.
But here’s the truth: most leaders struggle with driving accountability in their organizations. Not because they’re careless or clueless, but because creating a culture of accountability is not instinctual. It’s built…through clarity, communication, and consistent process.
Where Accountability Breaks Down
Most accountability issues are less about the people, and more about the gaps in leadership and process. Here are some of the most common ones I see:
Lack of clarity around goals & success. Leaders often say things like, “We need to cut costs,” without defining what success really looks like. Does that mean lowering cost per unit without hurting quality, timelines, or capacity? Or is speed the top priority, even at a higher cost? Without the full picture, the person responsible is left to guess…or flail.
Unrealistic goals. Too often, targets are set without testing feasibility. A useful practice is to calculate the “theoretical best” — the absolute best-case outcome if every step goes perfectly. If even that doesn’t hit the goal, it’s not realistic. Before handing someone a target, leaders should gut-check whether it’s achievable, even if aggressive. (Stretchy but achievable is my guiding principle!)
Too many priorities. When everything feels urgent, nothing gets done well…and exactly where anyone should be spending time is always changing and unclear.
Missing conversations about the “why.” Without understanding why the work matters, people don’t have the context to make smart trade-offs or fully own outcomes.
No consistent check-in rhythm. Accountability can’t happen if the only touchpoint is at the deadline. Regular, ongoing conversations are where course corrections and support actually occur.
Accountability isn’t co-created. Too often, leaders set expectations unilaterally. But accountability works best when the process itself is shared — when the person responsible helps define how updates will happen, what milestones make sense, and what support is needed. That way, they’re accountable not just for results, but for the communication that gets them there.
What Great Accountability Looks Like
When leaders put the right pieces in place, accountability stops being about micromanagement and becomes a framework for success:
Clear, reasonable, and meaningful goals.
A shared definition of what success looks like - and how to get there.
Context around the why, so people can make good decisions.
A consistent rhythm of check-ins, not just last-minute reviews.
A co-created process where communication and ownership flow both ways.
The Leadership Shift
Accountability issues are usually not about people “dropping the ball.” They’re about the systems and leadership habits that either create accountability or block it.
The best leaders don’t assume accountability is automatic — they design for it. They build structures that clarify goals, involve people in defining success, and create rhythms where progress and roadblocks are visible.
Clarity is the foundation. Accountability is the engine. Together, they’re what allow teams to not just keep the lights on, but to truly thrive.
Want help? I have a Goal Setting Template!
Find it here or email us at hello@ulupartners.com. We also have a video (it’s really rough!!) that talks through the goal setting process and these templates. Email us at hello@ulupartners.com to get the video!
