6 Obstacles to Courageous Accountability

Please reflect on the following 6 obstacles to healthy accountability, and see if you can identify your weak spots –

  1. Pride – This is the kind of unhealthy pride, also known as “hubris” that allows us to inappropriately elevate ourselves above others. Because of an inflated ego, we may think that we’re “special” and the rules don’t apply to us.
  2. Fear – There are a multitude of doubts and fears that can cause “normal” people to want to avoid accountability. Fear of failure—I may not be able to come through. Fear of making a mistake, fear of not measuring up, fear it will be too hard, or too risky. There is also fear of losing control.
  3. Laziness – We all have to overcome our natural tendency toward laziness. Scientists now know that our brains are wired to choose the easy way out—it’s called habit. The downside to habits and mindsets is that wisdom is not always included.
  4. Lack of Experience, Knowledge, and Planning – Some people just don’t know how to step out and follow through and are hesitant to be accountable or hold others accountable. Perhaps they’ve not seen a good role model for accountability.
  5. Busyness – Related to laziness and inertia, busyness usually consumes us when we’re not living by priorities. We have busy schedules and it’s easy to procrastinate.
  6. Negativity – If this is your challenge, you are paying a high cost. Emotions are highly contagious and negative ones zap energy and undermine teamwork. Begin by reflecting on your attitude to discern the energy that is driving your negativity.

I have one task for you in this article: choose to embrace accountability as part of your path to success. What are your positive accountability experiences and comments? Please share them here – thank you

Read the entire article on this topic.

Leave a comment

Posted by on May 25, 2016 in Uncategorized


Tags: , , , , , , , , ,

Receive Your Complimentary Leading with Honor Report – Click to Get Started

Leading with Honor ReportAwareness is the most important area of growth for most leaders. Want to know what others are saying about your personal strengths and struggles?

Get a free 1-page report by taking the Leading with Honor Assessment – click below and please share!


Leave a comment

Posted by on May 23, 2016 in Uncategorized


Tags: , , , , , , , , ,

On This Day in Leadership History for May 22, 2016

On this day in leadership history in 1972, U.S. President Nixon became the first U.S. president to visit Russia. He met with Soviet leader Leonid Brezhnev. What’s the leadership lesson? It took a century before these two world leaders met face-to-face. Don’t delay or procrastinate about confirming important meetings or decisions that you’ve been putting off. Engage in the process, and make it happen!


Moscow Summit 1972 – Wikipedia

Leave a comment

Posted by on May 22, 2016 in Uncategorized


Tags: , , , , , , , , ,

Family Values? Team Values? What’s the Best Way to Create Unity? See Inside

Family values? Team values? What’s the best way to define them for better unity?

Please use the Honor Code from Leading with Honor with our compliments – 7 Core Behaviors for Honorable Leadership.

If you’re already using the Honor Code, please share your comments – thank you!

Leading with Honor


1 Comment

Posted by on May 21, 2016 in Uncategorized


Tags: , , , , , , , , ,

Leading with Honor Wisdom for Today, May 20, 2016

Leading with Honor

“Being a successful person is not necessarily defined by what you have achieved, but by what you have overcome.” – Fannie Flag

Leave a comment

Posted by on May 20, 2016 in Uncategorized


Tags: , , , , , , , , ,

Picture of the Week – what leadership caption should go with this picture? Please share it here!

Picture of the Week – what leadership caption should go with this picture? Please share it here!

corporate retreat

Leave a comment

Posted by on May 19, 2016 in Uncategorized


Tags: , , , , , , , , ,

The Results Leader or Relationships Leader – Who Wins the Best Leader Contest?

Getting Results GraphicBy Lee Ellis

Abraham Lincoln has been repeatedly voted as our most popular president, probably because he achieved great results in the face of incredibly difficult circumstances. But did you ever stop to think, how did he do it? What was his secret and what are the keys to success of the “greatest leaders?” In a survey where I posed these questions to hundreds of managers and supervisors when facilitating leadership development at several large corporations, overall attributes fell into four areas of leadership – Trust, Relationships, Results, and Emotional Intelligence. <<Tweet This>>

The best leaders exhibit qualities from all of these areas; however, Results and Relationships behaviors were mentioned more often than all the others. In fact, more than 85% of the population tilts toward one and struggles with the other.

What’s wrong with being out of balance?  The idea of balancing results and relationships is nothing new; but if we assume that character is the foundation of leadership, then there should be an inner motivation to balance accomplishing the mission (get results) and take care of the people (build relationships).  If you don’t get results, you can’t be truly successful and if you don’t take care of your people, some will quit and leave and some will quit and stay. Neither one is viable.

Identify your natural bent.  How can you know and what can you do about it?  Begin by examining the two columns below and deciding which list of behaviors best describes your “natural” talents.

Results Oriented         

  • Take charge, decisive
  • Introverted, focused
  • High standards, task oriented
  • Challenging, speaks directly
  • Logical, organized
  • Skeptical

Relationship Oriented

  • Encouraging, supportive
  • Trusting
  • Good listener
  • Gives positive feedback
  • Concerned and caring
  • Develops others

How do you gain a better balance?  First, accept the fact that most of your strengths are natural—we are born with them and naturally out of balance. To get better, we have to change by learning some new skills (behaviors).

You don’t need to give up who you are, but augment your strengths by adapting new behaviors that will make you more effective and bring you more in balance.

Results-oriented leaders need to soften up.  If this is your style, just the idea of softening seems anathema; but developing good interpersonal skills is what’s needed to make you a better leader.  You know it—you just don’t want to go there. For example, learning to patiently listen, really understand, and then affirm the ideas of others can feel very uncomfortable.  For some, the needed skill might be learning to give specific, positive feedback. It takes intentional courage for a thick-skinned, results-oriented person to be a good leader and do these “people” things that are so important.

Relationship-oriented leaders need to toughen up. For this leadership style, learning to be more decisive and more direct in giving guidance and setting standards is the goal. Conducting difficult conversations is essential to keep the organization and individual team members moving ahead toward successful execution. It may be intimidating, so plan out what you are going to say and then courageously deliver your message.

Small changes pay big returns.

No matter which side of the balance scales you’re on, adapting new behaviors on your weak side even at small levels will lead to significant improvements. <<Tweet This>>

The key to growth is changing your behaviors under the daily pressures of life and work; there is no other way. Achieving a better balance is worth the effort. To dive deeper on this topic, download a free sample Leadership Behavior DNA Report at


Leadership Tilt BannerYou may also be interested in Lee Ellis’ free infographic on this topic entitled “Find and Balance Your Leadership Tilt”. Download it here!

Leave a comment

Posted by on May 18, 2016 in Uncategorized


Tags: , , , , , , , , ,


Get every new post delivered to your Inbox.

Join 79 other followers