Article by Jim JensenIn my last post (Five Behaviors of a Cohesive Team: Accountability = Support?) I talked about the potential value of reframing holding someone accountable as providing support, and how having that shared definition and mindset can make that critical behavior for building cohesive teams more likely to happen.Imagine that your leadership team has built enough trust that team members can open up about their potential strengths and blind spots. Imagine too, that you've all been able to give and receive supportive feedback around strengths and blind spots and their impact. Now imagine that you've all truly given each other permission to provide "accountability support". If you haven't quit reading by now, I'm assuming you would think that that's a good vision. Yet even with that shared definition, and even with permission, it can still be challenging.Read more
