Diary of a Leader: Why Accountability is the Foundation of Great Leadership
- Lindsay Sheldrake
- Jan 4
- 4 min read
Updated: Apr 4
Welcome to "Diary of a Leader" - Real Stories, Leadership Lessons, and Personal Growth
Ah, leadership! The thrilling, heart-racing journey of ups, downs, and all the delightful chaos in between.
Welcome to "Diary of a Leader," where I don’t just share the good, the bad, and the downright awkward moments of leadership—I also guide, mentor, and empower you to navigate your own leadership journey with confidence and purpose.
Leadership is more than a role; it’s a responsibility to grow, inspire, and help others reach their potential. So, as I reflect on my lessons learned, my goal is to equip you with the insights and tools to lead with clarity, authenticity, and impact.
And Today, I’m Serving Up a Leadership Lesson About Accountability
Let’s start with this: accountability is one of the most critical elements of effective leadership—and yet, it’s often misunderstood or even avoided.
In the Entrepreneurial Operating System (EOS), accountability is so foundational that every leadership role explicitly includes the concept of LMA: Lead, Manage, Accountable. And when accountability is done right, it transforms your team dynamics, drives growth, and eliminates the endless cycle of tolerance.
But here’s the good news: accountability is simpler than you think. It all starts with one thing—clarity.
What does Tolerance have to do with Accountability
I had a conversation recently that really hit home. Someone told me, “You’re so patient with people—it’s something I wish I could be better at.”
At first, it sounded like a compliment. But as we unpacked it, I realized she was confusing patience with tolerance.
Here’s the difference:
Tolerance is passive. It’s enduring situations or behavior without addressing or improving them.
Patience is active. It’s about giving people the space to grow, but with clear boundaries, expectations, and support.
The truth is, tolerance often creeps in because accountability is missing. When there’s no clarity about roles, expectations, or outcomes, we end up tolerating underperformance, misalignment, or confusion—hoping things will somehow improve on their own. Spoiler alert: they won’t.
The Key to Accountability: Clarity
Accountability doesn’t start with tough conversations or strict consequences. It starts with clarity or being CLEAR. When people understand exactly what’s expected of them—and why—it becomes much easier for them to take ownership of their work.
To keep things simple, I use the acronym CLEAR:
Clarity (CL): Be specific about roles, responsibilities, and expectations. Tools like organizational charts or a RACI matrix can be invaluable for this, especially in distributed or team-based structures.
Expectation (E): Communicate those expectations clearly. Don’t assume people just “get it.” Spell it out, confirm understanding, and check in regularly.
Accountability (A): When there’s clarity and communication, accountability becomes natural. People know what’s expected and are empowered to deliver.
Results (R): Accountability doesn’t need to feel uncomfortable or awkward. It’s about creating the conditions where individuals can achieve results—and see the tangible outcomes of their contributions.
Accountability tied to results creates a culture of progress, where everyone understands their role in moving the organization forward.
Tools for Accountability: RACI and Beyond
If clarity is the foundation, then tools like the RACI matrix (Responsible, Accountable, Consulted, Informed) are the framework.
This simple tool defines roles for every task or decision, eliminating confusion and ensuring everyone knows where they stand. Whether you’re leading a distributed team or managing a single project, RACI makes it easy to establish who is responsible for what.
And here’s the beauty of it: when clarity exists, accountability thrives.
Tolerance vs. Patience: How Accountability Bridges the Gap
Let’s bring it back to that conversation about patience and tolerance.
Tolerance happens when there’s no accountability. You tolerate unclear expectations, subpar results, or miscommunication because it feels easier in the short term.
Patience, on the other hand, is about empowering people while holding them accountable. It’s giving them the space to grow, but within the structure of clear expectations and open communication.
Here’s the bottom line: if you’re tolerating something, ask yourself—is it because there’s no accountability?
Accountability in Action
Want to make accountability part of your team culture? Here’s how to start:
Be Clear from Day One: Whether it’s a new project, role, or challenge, start with clarity. What are the goals? Who’s responsible? How will success be measured?
Address Gaps Early: If something isn’t working, don’t ignore it. Tolerance only prolongs the problem. Have the conversation, revisit expectations, and reset where needed.
Celebrate Success: Accountability isn’t just about fixing problems. When someone delivers, acknowledge it. Positive reinforcement goes a long way in building trust and motivation.
Practice Patience: Remember, patience isn’t passive. It’s about balancing clear expectations with the time and support people need to meet them.
Wrapping Up (Because Time is Precious)
Here’s the big takeaway: accountability isn’t about micromanaging—it’s about empowering.
When you establish clarity and communicate expectations, accountability becomes less about “enforcing” and more about guiding. It’s the difference between tolerating and truly leading.
Catch you next time, fellow leaders-in-training—and remember, great leadership starts with accountability.
Stay tuned for more reflections and lessons from the trenches of leadership in the next installment of
"Diary of a Leader"
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