Personal Accountability
“In the long run, we shape our lives, and we shape ourselves. The process never ends until we die. And the choices we make are ultimately our own responsibility.”
“On good teams coaches hold players accountable, on great teams players hold players accountable.”
Great leaders don’t make excuses. They take responsibility, no matter what. They hold themselves “accountable.” They own every action, decision, and the outcome of those decisions. Accountability empowers leaders to conquer challenges and stay committed to their leadership journey. When leaders hold themselves to high standards, their team members should follow suit and do the same.
Personal accountability is about owning your choices, following through on commitments, and making things right when mistakes happen. Sometimes this takes a great amount of courage. It’s not always easy to admit mistakes or take responsibility when things go wrong, but doing so creates a culture where honesty and improvement come first. When leaders step up instead of shifting blame, teams feel safer owning their own actions. This leads to better communication, stronger performance, and fewer repeated mistakes.
In a high-risk, high-reliability environment like 3M Chemical Ops, accountability isn’t just about personal growth. It directly affects safety, efficiency, and consistency. When leaders take responsibility, they ensure that problems get solved quickly, expectations stay clear, and processes run as they should.
Self-Assessment: How Accountable Are You?
Please take a few moments to contemplate the following self-reflection questions. Where can you identify opportunities for personal growth in your leadership?
When something goes wrong, do I immediately take responsibility, or do I tend to explain why it wasn’t my fault?
Do I consistently follow through on my commitments, even when it’s difficult?
How often do I hold myself to the same standards I expect from my team?
When I make a mistake, do I acknowledge it right away, or do I try to minimize it?
Do I create an environment where my team feels safe taking accountability, or do I unintentionally encourage blame?
Have I ever let a process slip because no one was checking?
When I face setbacks, do I focus on finding solutions, or do I get caught up in frustration?
How do I react when someone else holds me accountable?
Remember, this self-assessment is just a starting point for understanding Personal Accountability as a leader. It's essential to reflect on your responses and actively work on areas where improvement is needed. Additionally, seeking feedback from others and working with your ECFL Leadership Coach can provide valuable insights into your strengths and weaknesses.
Accountability isn’t just admitting when you’re wrong. It means owning everything you do—your actions, your decisions, and their consequences. Leaders who take accountability don’t wait around for someone else to fix a problem. They step up and handle it. It’s about following through, speaking up when something is off, and leading by example.
Your team watches what you do more than what you say. If you let things slide or shift blame, they will too. But when you take responsibility and hold yourself to a high standard, accountability becomes part of the team’s culture. People trust that issues will get addressed, and that trust makes teams stronger.
Real accountability is also proactive. It’s about spotting problems before they escalate. If a process isn’t working, accountable leaders don’t ignore it or assume it’s someone else’s job. They ask questions, find solutions, and take action. That mindset keeps teams safe, efficient, and ahead of the game.
Accountability in Action
Lisa, a production manager, noticed that a critical safety inspection had been skipped. She could have blamed the technician or assumed someone else would handle it, but instead, she took responsibility. She made sure the inspection was completed right away and checked that no risks had been missed.
But she didn’t stop there. She asked why it happened. After talking to her team, she realized the checklist process wasn’t as clear as it should have been. Rather than brushing it off, she worked with the team to update it—so the same issue wouldn’t happen again.
A week later, things were running more smoothly. The team made fewer mistakes, caught problems earlier, and took more ownership of their work. Lisa’s leadership showed them that accountability wasn’t about pointing fingers; it was about making things better. That change made all the difference.
How do I respond when I notice a problem? Do I take ownership, or do I assume someone else will handle it?
Personal Accountability Exercise
This exercise helps leaders practice daily accountability by identifying small but meaningful ways to take ownership in their work.
Step 1: Identify One Thing
At the start of your shift or workday, take a moment to reflect on one area where you could take more accountability. This could be a commitment you need to follow through on, a process that needs attention, or a mistake you need to address.
Step 2: Take One Action
Decide on one concrete step you will take today to improve in that area. It could be sending an overdue update, fixing an issue instead of assuming someone else will, or having an honest conversation with a team member.
Step 3: Reflect at the End of the Day
Before you leave, ask yourself:
Did I take responsibility for the thing I identified?
How did it impact my work or my team?
What will I do differently tomorrow?
This simple habit builds stronger personal accountability over time and encourages a mindset of ownership and continuous improvement.
Personal accountability keeps teams strong, builds trust, and improves efficiency. Leaders can make it a daily habit by focusing on a few key practices.
Best Practices for Personal Accountability
Own Every Outcome: Leadership means taking responsibility for everything in your role, even when things don’t go as planned. There’s no passing the buck. Teams trust leaders who focus on solutions instead of placing blame.
Follow Through on Commitments: Your word should mean something. If you say you’ll do something, do it. Failing to follow through—even on small things—breaks the trust your team has in you. If priorities change, communicate those changes early and clearly.
Address Mistakes Head-On: Mistakes happen. What matters is how you handle them. Ignoring or covering them up only makes things worse. Own your mistakes, find the root cause, and take the necessary steps to fix them. You can’t expect your team to take responsibility for their mistakes if you won’t do the same.
Hold Yourself to the Same Standards: If a rule is worth enforcing, it’s worth following. Model the behaviors you expect from your team—show up on time, follow procedures, and be honest about your own challenges.
Encourage a Culture of Accountability: People don’t take responsibility when they fear blame. Make it clear that accountability is about learning, not punishment. Recognize and support those who own their mistakes and actively work to improve.
Use Data and Facts to Drive Decisions: Leaders who rely on gut feelings instead of facts risk making inconsistent or incorrect decisions. Stay objective. Use data to track performance, identify gaps, and drive improvement.
Personal accountability is about showing up, taking ownership, and following through, even when no one is watching. It is a choice we make in every moment, whether we are in the office, on the floor, or at home. The way we hold ourselves accountable in small situations shapes how we lead when it matters most.
At 3M Chem Ops, accountability is more than just a personal trait. It is the foundation of a strong team. Every decision we make has an impact. Choosing to address a problem instead of ignoring it, following through instead of letting something slide, or speaking up instead of staying silent affects the people around us. When leaders take responsibility, they create a culture where honesty, trust, and high standards define how work gets done.
The best leaders do not wait for someone else to hold them accountable. They make it a habit. They choose it every day.
Strengthen your understanding of personal accountability by sticking with these resources. Use this opportunity to adhere to new insights and commit to practices that will reinforce your leadership journey.
The Psychology of Accountability: Effective Strategies to Hold Yourself Accountable
Personal Accountability And The Pursuit Of Workplace Happiness
Why Accountability is Not a Dirty Word
Christi Scarrow (14:27)