Leaders establish the expectation of activities, develop and provide a template for measuring team members who can perform to expected result levels. Based on these parameters, leaders set expectations and communicate same to team members. Additionally, leaders have the responsibility to measure performance against expectations and hold team members accountable by either reward or punishment. To create accountability, expectations are converted into key performance indicators for ease of measurement.
The discipline of accountability helps leaders get the right things done by finding answers to the question of “how do I get my employees to work efficiently, and what do I do to those who are ineffective” since the same principle is used to adjudge their performance.
When team members perform well, reward them with incentives that give them pleasure but when they fail to perform, let them at least feel the pain of poor performance. So, great leaders should first don’t relate with team members on the basis of friendship or favouritism but provide incentive to enhance performance, thereby helping team members to take personal responsibility for their actions. Let the best people occupy opportunity seats and not problem seats.