Prioritizing accountability in the workplace can build a culture where team members take ownership of their responsibilities, exceed expectations and work collaboratively toward shared goals. Rather than micromanaging or assigning blame, effective training in this area means empowering employees with the tools and helping them cultivate the mindset needed to consistently deliver results and grow in their roles.
Below, 19 members of Forbes Coaches Council share examples of proven strategies in accountability training they’ve seen succeed. Follow their advice to refine your practices and create an environment where responsibility and ownership thrive, driving better outcomes for your team.
1. Communicate Expectations
Accountability begins with clear communication about expectations. Organizations can train both leaders and employees to clearly define what needs to be done, the guardrails that are in place, the nonnegotiables, the updates that are needed, timelines and so on. The secret to doing this well is to have regular communication and alignment conversations before things go off the rails. - Kristy Busija, Next Conversation Consulting
2. Show How To Stick To The Facts
Just the facts: This is the essential focus of good accountability. What did I commit to doing? What did I do? What will I do now, or do differently, based on what I’ve learned? By sticking to the facts only, we remove the distracting explanations and jump to learning and continuous improvement. Leaders role-modeling this approach will teach employees better than any training might. Show versus tell. - Maureen Cunningham, Up Until Now Inc.
3. Implement Accountability Frameworks
It is important to foster a culture of ownership, responsibility and commitment. Accountability frameworks like RACI—responsible, accountable, consulted, informed—can be used to define ownership. Leaders must act as role models by demonstrating accountability in their own behavior and providing resources, such as templates, guides and tracking systems, to support accountability practices. - Chetna Sethi, Luminous Connections LLC
4. Check In Regularly
Effective accountability training involves setting clear expectations and regular check-ins. In action, leaders model accountability by consistently following through on commitments, while employees are empowered with responsibility, regularly assessed on progress and supported through feedback and mentorship. - Krystyna Larrave
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5. Encourage Self-Motivation
Accountability begins and ends with training employees to become the type of people who keep promises by themselves to themselves the same as they keep promises to others. This is the essence of accountability. It is internal and requires a mindset shift. When employees have this internally motivated accountability, tasks are performed on time and at an elite level. - John Kormanik, John R Kormanik Coaching
6. Promote Purpose And Self-Awareness
Organizational accountability is a place where people at all levels and functions can count on each other. Ownership is driven by purpose, values and core habits that aim to achieve results. Training needs to build self-awareness of accountable and non-accountable communication, behavior and actions. Participants apply accountable behaviors to improve, keep commitments and follow through on their job. - Mark Samuel, IMPAQ Corporation
7. Set Objectives And Deadlines
Accountability training requires three things. First, there must be an objective or goal to meet that is measurable. Second, the minimum expected value of that measure must be discussed, as well as any rewards for exceeding certain levels. Finally, there must be a deadline and a follow-up meeting set to review progress. If you use these three steps, you can ensure accountability in a positive way. - Brianna Jackson, Sonas
8. Create A Culture Of Ownership
Effective accountability training begins by fostering a culture of ownership. Start with clear expectations, transparent communication and regular reviews. Be diligent about knowing the state of your employees. In action, successful organizations empower employees through consistent feedback, mentorship and systems that reward accountability while offering support for growth. - Sariki Abungwo, Blesatech Consultancy Services
9. Foster Peer Accountability
One effective way for leaders to train for accountability is by fostering peer accountability. Employees work in pairs or teams to set shared goals, track progress and provide feedback. Leaders support it by encouraging open communication and creating a culture where peers hold each other accountable. This boosts collaboration and responsibility, and it helps employees stay on track with their commitments. - Laurie Sudbrink, Lead With GRIT
10. Apply The Five Behaviors Framework
One impactful approach is to invest in team development around the concepts of the Five Behaviors: trust, conflict, commitment, accountability and results. By prioritizing accountability—such as by promptly addressing missed deadlines or being more straightforward—teams can cultivate a commitment to a shared set of behaviors. This empowers team members to hold each other accountable more effectively! - Kathleen Shanley, Statice
11. Be A Role Model Of Accountability
Effective accountability training starts with leaders modeling accountability themselves. Provide clear expectations, empower employees with tools and offer consistent feedback. In action, it’s about fostering a culture where teams take ownership, track progress and celebrate success, creating trust and driving impactful results. - Damodar Selvam, Equifax Inc.
12. Balance Clear Expectations With Autonomy
Effective accountability training balances clarity and autonomy. Leaders set clear expectations and outcomes while empowering employees to choose how to achieve them. In action, organizations foster accountability by modeling it, offering coaching and celebrating success. Employees own outcomes, collaborate and resolve issues, thriving with both guidance and freedom to act. - Alex Draper, DX Learning Solutions
13. Build Shared Accountability
Being responsible for one’s actions and inactions is one thing, and being responsible for the actions of the entire company is another. Accountability is zero-sum because, after all, you can’t be a little bit accountable. Therefore, the most important task of a leader is to build shared accountability by creating programs to promote teams rather than individuals, which best demonstrates accountability. - Dominik Szot, MIA
14. Combine Goal-Setting With Regular Feedback
One effective way for leaders to conduct accountability training is through clear goal-setting combined with regular feedback and check-ins. These goals are discussed in one-on-one sessions, ensuring employees understand expectations. Then, leaders should schedule regular check-ins (weekly or monthly, for example) to discuss progress, address challenges and provide constructive feedback. - Maryam Daryabegi, Innovation Bazar
15. Establish Peer-Led Accountability Groups
An approach to accountability training is through peer-led accountability groups. In action, employees form small groups where they set personal and team goals and meet regularly to track progress and share challenges. Peer review, combined with support, drives motivation. This approach fosters a culture of mutual responsibility where everyone helps hold each other accountable, not just managers. - Jackie Simon, Jackie Simon Coaching
16. Host Role-Specific Workshops
Host role-specific workshops that clarify expectations, decision-making authority and outcomes. Include scenario-based exercises to practice ownership and provide real-time feedback to reinforce behaviors. Recognize accountability in action and ensure leaders set the standard by modeling responsibility. This empowers employees, strengthens trust and builds a culture of shared accountability. - Stephan Lendi, Newbury Media & Communications GmbH
17. Create Solution-Oriented Team Practices
Leaders foster accountability by modeling it and hosting “ownership workshops,” where employees analyze decisions and outcomes. For example, teams integrate accountability by presenting solutions, not just problems, in meetings. Success is celebrated, and setbacks become learning opportunities, building a culture of ownership and continuous improvement. - Dr. Adil Dalal, Pinnacle Process Solutions, Intl., LLC
18. Do A Team Exercise To Align Around Goals
The best-performing businesses ensure their teams understand why they’ve set their goals, what their goal metrics are, how to complete tasks to achieve those goals and when the goals need to be achieved. Giving your teams an exercise of answering these questions together is an efficient, effective way to drive accountability at all levels of your organization. - Karlo Tanjuakio, GLSS
19. Define Responsibilities; Make Tasks Visible
An effective way to train for accountability is by defining who is responsible for what, how responsibilities are shared and how progress is reported. Use tracking tools to make tasks visible, paired with regular check-ins to review progress and quality. This builds accountability and shows employees their work is valued, fostering ownership and a culture of trust. - Samantha Alvita, Alvita Coaching