When it comes to accountability, most people are quick to pinpoint the problem as someone else’s responsibility. It’s a classic reaction rooted in what psychologists call the fundamental attribution error—the tendency to see others’ mistakes as personal flaws rather than results of their circumstances.
This mindset blocks true accountability, creating a disconnect in teams where people focus on the perceived shortcomings of others.
Ironically, leaders sometimes hinder accountability by being too helpful. When they constantly step in to “assist” or redo tasks, it signals a lack of trust in the team. This well-intentioned habit, often called “the sunny side of control,” unintentionally creates a cycle: employees disengage, feeling less responsible and less connected to the work’s purpose.
The result? People may still complete their tasks, but they’re missing that deeper commitment to ownership, that sense of truly “showing up.”
Gumball Machine (Responsibility) vs. Claw Machine (Accountability)
When you think about a gumball machine, you drop in a coin, turn the crank, and out comes a gumball. It’s a predictable, mechanical exchange. For some, this is the mindset of responsibility—show up, do what’s required, get the output, and collect the paycheck.
Now, contrast that with a claw machine. When you approach a claw machine, it’s not just about putting in a coin. You’re invested. You strategize, keep adjusting, and even when you fail, you’ll likely try again because you care about the outcome. This is true accountability: staying committed, pushing through the failures, and feeling connected to a mission. Accountability, unlike responsibility, means sticking with it because you care about the end result.
How Leaders Can Inspire “Claw Machine” Accountability
The shift from a “gumball” mindset to a “claw machine” mindset isn’t just a personal choice; it’s also shaped by the environment leaders create. Here’s what leaders can do to foster an accountable culture where people feel invested:
- Set Clear Expectations: People need clarity about their roles and what’s expected of them.
- Support, Don’t Control: Guide your team, but don’t step in and take over. Show that you trust their abilities.
- Connect to Purpose: Help your team see the bigger picture and how their work connects to meaningful outcomes.
- Encourage Resilience: Accountability requires persistence. Cultivate a mindset where challenges are part of growth.
The Bottom Line: Accountability can’t be demanded; it has to be cultivated. It’s not just about getting things done but staying engaged through challenges and connected to a greater purpose. Leaders who foster true accountability go beyond “putting in a quarter and turning the crank.” They inspire people to stay in the game and to reach for the prize.
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