What separates people who consistently deliver from those who fall short? The NeuroLeadership Institute recently set out to uncover what accountable people do differently at a cognitive level. They found three key mental habits that make a measurable difference in accountability: syncing expectations, driving with purpose, and owning your impact.
1. Sync Expectations
Misaligned expectations are one of the most common causes of failure in teams. A manager assumes one thing, the employee assumes another, and both walk away frustrated. In our brains, this disconnect feels like an error. It zaps motivation and leads to confusion or even resentment.
Accountable people avoid this by taking time at the outset to ensure clarity. They don’t move forward until they’ve aligned completely on what success looks like, including who’s doing what, by when, and how.
A helpful tactic here is what researchers call SSG communication – succinct, specific, and generous. Rather than saying, “Get me the report by end of day,” someone practicing proactive accountability might say, “Email me the report by 5 p.m. Eastern Time, and please attach it as a PDF.” That level of clarity helps both parties stay aligned and avoids breakdowns later.
Key habit: Don’t assume understanding. Be precise, ask questions, and clarify before you start.
2. Drive with Purpose
Once expectations are clear, the next habit is about execution, but not in a robotic, task-oriented way. Accountable people connect what they’re doing to why it matters. This sense of purpose increases intrinsic motivation, leading to more thoughtful, deliberate work.
When people understand how their role contributes to a bigger goal, their brain taps into deeper reserves of energy and attention. It might be as simple as realizing that completing a task well helps the team succeed or builds their own skills for the next opportunity. Purpose fuels ownership.
Key habit: Before jumping into a task, ask yourself (or your team): Why does this matter? What impact will it have? As a leader, explain to the team how this will have a greater impact to the organization.
3. Own Your Impact
Finally, accountable people don’t just do the work, they reflect on the outcomes. Whether something goes well or falls short, they pause to understand the impact and take responsibility for it.
This is the heart of a growth mindset. Instead of blaming circumstances or coasting on wins, accountable individuals look at what they can learn, what needs adjustment, and what comes next. They also model this behavior in how they respond to others, especially when something didn’t go as planned.
A simple framework for these moments is a three-part apology:
- Acknowledge what happened
- Share how you’ll fix it
- Ask for feedback
It’s not about guilt. It’s about learning and getting better.
Key habit: Don’t shy away from outcomes. Own them, learn from them, and use them to inform your next move. Leaders need to ensure a psychologically safe environment so that people feel safe admitting when things go wrong.
Building a Culture of Proactive Accountability
Accountability isn’t about being tough on people, it’s about building clarity, motivation, and reflection into your daily routine. When people consistently sync expectations, connect to purpose, and own their impact, teams operate with more trust and fewer surprises.
Accountability is a skill that can be developed. With consistent practice and the right guidance, anyone can build stronger habits and a more accountable mindset.
How do you encourage accountability in your team? Email me at mcorrado@aseonline.org.