Real accountability isn’t about blame. It’s not about the threat of losing your job if you don’t hit certain targets. Real accountability begins when the individual takes full responsibility for the success or failure of any project she’s involved in. Organizations in which accountability—as opposed to finger-pointing—is at the core of the culture are strong, resilient, and team-oriented. Like the Navy SEALs, they’re based on trust, consistency, and respect. So the best thing any leader can do for an organization is to exemplify these qualities and instill a culture of accountability.
(bright music) … - In SEAL training, the concept of accountability … literally starts on day one, and as we say, … our training is never complete. … One of the fundamental elements to our selection process … is not just the ratings and feedback … students get from the instructors, but we have … an anonymous peer review process, too. … And this process is something we perform … typically on a weekly basis, or almost on a weekly basis … where it's almost like an anonymous 360 review process … amongst the class where the class is rating … their fellow peers on who's top performers, … who's middle of the pack, who's not cutting it so much, … and the instructors weigh that data very heavily … in who they keep and who they do not keep. … And that help us start to build that mindset … of the importance of accountability. … As you can imagine, accountability is critically … important in the dangerous environments that we operate in. … We call it VUCA environments, the volatile, … uncertain, complex and ambiguous environments …
This course includes videos from:
Stanley Allen McChrystal, retired United States Army general
Chris Fussell, chief growth officer at McChrystal Group
Brent Gleeson, decorated Navy SEAL combat veteran, consultant, speaker, and author
Scott Parazynski, US astronaut
Lisa Bodell, founder and CEO of FutureThink
Note: This course was produced by Big Think. We are pleased to host this content in our library.