By Tim Huff
President & CEO, TLG
Several years ago, I was the primary executive sponsor for a technology project for a large global company. The project didn’t have very high visibility, but it had the potential to have a significant negative impact on the company if it didn’t go well. Considering that at the time, this project was just one in my active portfolio of projects, I empowered the project team leads as much as I could to deliver success with this effort while I focused on other initiatives. Unfortunately, the project didn’t go well. I had not been close enough to the details of the project to recognize when things were going south or to steer it back to success. I fell into the trap of trusting too much and not retaining an appropriate amount of accountability.
This example highlights an important question… what is the right balance of a high-trust environment that empowers others to make decisions and take ownership of a result versus a low-trust environment that retains accountability, ownership, and decision-making with the leader?
Trust is a bedrock of successful leadership. Exceptional leaders understand the delicate balance between empowering their teams and maintaining the right level of accountability. This balance requires a nuanced approach: the ability to ‘let go’ and trust your team while staying sufficiently connected to guide and support their efforts.
The Power of Empowerment
Empowerment is the act of giving employees the authority, confidence, and tools they need to make decisions, take action, and accomplish a result. It is a vital component of trust because it demonstrates a leader’s confidence in their team’s abilities. When leaders empower their employees, they not only boost morale but also drive innovation and productivity. As noted in a recent Forbes article by Jia Risvi, “Trust is a cornerstone of empowerment. Empowering leaders are trusting leaders. They have faith in their employees’ abilities to make decisions or seek help when they need it” (Risvi, 2024).
Empowered employees are more likely to take initiative, think creatively, and solve problems independently. This autonomy leads to increased job satisfaction and a stronger commitment to the organization. However, empowerment is not about abandoning employees to their own devices. It requires providing clear guidance, resources, and support to ensure they can succeed. This is where properly holding others accountable comes into play.
The Role of Accountability
While empowerment is crucial, it must be balanced with appropriately holding others accountable. Accountability ensures that employees are responsible for their actions and outcomes, fostering a culture of reliability and integrity. Or, as Ronal Regan put it, “Trust, but verify.”
A Harvard Business Review article by Peter Bregman emphasizes that holding others accountable is not about micromanagement but about setting clear expectations, having a clear way to measure results, and providing clear feedback (Bregman, 2016). By properly holding employees accountable, leaders can identify potential issues early and provide the necessary interventions to keep projects on track.
The Intersection of Trust, Empowerment, and Accountability
Trust, empowerment, and accountability are interconnected elements of effective leadership. Trust is the foundation that allows leaders to empower their teams. When employees feel trusted, they are more likely to embrace their roles and responsibilities. However, trust does not mean blind faith. It involves a proactive approach to monitoring and guiding employees’ progress to ensure they meet their objectives.
Empowerment without accountability can lead to chaos, while accountability without empowerment can stifle creativity and innovation. Exceptional leaders understand that they must strike a balance between these two elements. They create an environment where employees feel trusted and empowered to take action, but also know that their performance will be monitored and evaluated.
Practical Strategies for Building Trust
For leaders attempting to create cultures of trust that are built on empowerment and accountability, here are a few suggestions.
- Empower Through Psychological Safety. Create an environment where team members feel safe to take risks, voice their opinions, and make mistakes without fear of negative consequences. Psychological safety encourages innovation and learning.
- Foster Cross-Functional Collaboration. Encourage collaboration across different functions and departments to build a broader sense of trust and understanding within the organization. This helps break down silos and promotes a culture of collective success.
- Make Transparent Decisions. Use transparent decision-making processes to build trust. When team members understand how decisions are made, they are more likely to trust the outcomes and feel included in the process.
Conclusion
Trust is a critical component of effective leadership, and it is achieved through a delicate balance of empowerment and holding others accountable. Exceptional leaders know how to let go and empower their teams while maintaining the right level of oversight to ensure success. By fostering a culture of trust, providing the necessary support, and holding employees accountable, leaders can create a dynamic and productive work environment. If I had employed more of these techniques with the project earlier in my career, I might have saved myself and the company from a project failure!
Thanks,
Tim
References:
- Risvi, Jia. (2024). “Why Empowerment is The Secrtet To A High-Performing Team.” Forbes. [Link]( Why Empowerment Is The Secret To A High-Performing Workforce (forbes.com)
2. Bregman, Peter (2016). “The Right Way to Hold People Accountable.” Harvard Business Review. [Link]( The Right Way to Hold People Accountable (hbr.org)