In our society today, generally speaking, top-down accountability is expected. Yet top-down accountability, being held accountable by your supervisors, actually breeds unhealthy organizations. When a team member is not meeting expectations, others await the team leader or company supervisor/manager (pastor) to step in and correct the issue. When the supervisor does not, morale and productivity drop throughout the team affecting the entire organization.

We all need accountability and accountability is good. It can keep us on track with our purpose. If any team or organization is going to stick to its decisions and goals accountability is a must. In some instances, people will drift away from the team’s plan, not necessarily intentionally, but due to life’s circumstances. Other times a person may deviate from the team orientation seeking personal gain or gratification.

When a person gets off-track, deviates from the organization/team plan, or simply slacks off from his/her responsibility, accountability must enter into the situation. However, as mentioned above, top-down accountability does not build a healthy or best situation. Most often resentment and suppression become the biggest outcome.

Instead of top-down accountability, a much more effective approach is peer to peer accountability. Every person on each team and in every organization must buy into peer-to-peer accountability. Even if every person does not buy in, it will always produce greater results when done with respect and friendliness. I like to refer to it as friendly accountability. Patrick Lencioni, in The Advantage says “Peer-to-peer accountability is the primary and most effective source of accountability on a leadership team.”

I believe it to be true and have taught it for every team and organization for effective friendly accountability. When team members know that each one is committed to the fulfillment and productivity of the team, they will be more confident in approaching one another with friendly suggestions and offers of assistance.

Fred admitted in one of the team sessions that he had failed to make the three phone calls assigned to him at the previous meeting. Janet, a fellow team member steps in for the accountability. “We all have things get in the way sometimes, Fred. How can I help you to be sure to take the time to make those phone calls this week? Also, what can we do as a team to help you build into your schedule the time needed for this team’s assignments?”

Notice no harsh treatment, no rebuking, no belittling words were used. Only words of, first recognition of the deviation, then offers of assistance for reconciliation to the task, not necessarily to the team. Janet did not take on Fred’s responsibilities, neither did she excuse them. What Janet did through their peer-to-peer association was ask Fred what it would take to get back on track with the team.

This is friendly accountability. What steps will you take this week to build friendly accountability into your organization?

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.