Accountability Isn’t About Blame. It’s About Growth.

Have you ever worked for a leader who only noticed your mistakes but rarely acknowledged your progress?

Accountability can easily become something people fear when it focuses solely on what went wrong. But what if we approached accountability differently?

In the MYRTLE Model, R stands for Recognizing Accountability—and it begins with understanding that accountability isn’t about blame. It’s about ownership, growth, and progress.

As leaders, we have a responsibility to model the accountability we expect from others. That means acknowledging our mistakes, following through on commitments, and creating an environment where people feel safe enough to learn from challenges rather than hide them.

It also means recognizing what is going right.

When we celebrate progress, provide meaningful feedback, and acknowledge the effort behind improvement, we reinforce the behaviors that help individuals and teams succeed. Research by Amabile and Kramer (2011) highlights the power of making progress in meaningful work, even when those steps are small.

So, how can leaders put this into practice?

One practical tool is the Situation–Behavior–Impact (SBI) framework, developed by the Center for Creative Leadership. Instead of offering vague praise or criticism, describe the situation, the specific behavior you observed, and its impact.

For example, rather than saying, “Great job leading that meeting,” you might say, “During today’s meeting, you invited everyone to share their perspectives. That helped the team identify concerns early and agree on a clear path forward.”

That’s accountability in action. It connects behavior to impact and reinforces the choices that make a difference.

Remember, accountability isn’t just about holding people responsible for results. It’s also about recognizing progress, providing support, and taking responsibility for the environment we create as leaders.

The question isn’t simply, “Are my people accountable?” It’s also, “Am I creating the conditions that help them succeed?”

Because when accountability is rooted in clarity, recognition, and growth, people have more opportunities to thrive—not just survive.

References

Amabile, T. M., & Kramer, S. J. (2011). The progress principle: Using small wins to ignite joy, engagement, and creativity at work. Harvard Business Review Press.

Center for Creative Leadership. (n.d.). The Situation-Behavior-Impact (SBI) feedback model. https://www.ccl.org/articles/leading-effectively-articles/closing-the-gap-between-intent-and-impact-sbii/

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