Don’t brush off today’s topic too quickly.  I hear you saying, I know the difference between accountability and responsibility.  I’m busy and I need to return some emails. Give me three minutes and I think you’ll gain a greater appreciation for the two.

Here’s how Gary Burnison, CEO of Korn Ferry, a global consulting firm, describes it.  “Responsibility is all in the present.  Accountability is after the fact, which means owning the outcome-win or lose.”

Hmmm pretty powerful don’t you think?  I had never thought of it that way.  

Responsibility: Owning Your Role

Responsibility is about personal ownership of a task, project, or role. It means understanding what is expected of you and being fully committed to fulfilling that expectation. In leadership, responsibility manifests as the tasks or roles that individuals within an organization are assigned to complete. When you’re responsible, you’re aware of your duties and make it a point to meet them.

For instance, if you’re a manager responsible for leading a team, it’s your duty to ensure that projects are executed efficiently, deadlines are met, and your team has what they need to succeed. I think that’s pretty easy to understand and you probably already knew that but more than just getting the job done, being responsible also involves:

• Understanding your role and how it fits into the bigger picture.
• Being proactive in anticipating problems or obstacles.
• Making decisions that serve the organization's goals and mission not your own.

Leadership and organizational behavior expert Jack Zenger said, responsibility is the mindset that says, “I am the person who must make this happen.”

However, simply being responsible for something doesn’t mean you’re accountable. Responsibility is task-oriented, while accountability is relationship-oriented.

Accountability: Answering for Your Actions

Accountability goes beyond just owning a task—it’s about being answerable for the results and impact of your actions. In John Maxwell’s High Road Leadership, you knew I’d share his perspective, he emphasizes that accountability is about transparency and communication. Leaders who embrace accountability aren’t just responsible for completing their tasks; they actively engage with others to explain how and why decisions were made, and they’re open to feedback. Not all leaders share this, but the great ones do and isn’t it your desire to be one of the greats?

Where responsibility can be handled in isolation, accountability requires interaction with others. Leaders who are accountable:

• Hold themselves to a higher standard of transparency.
• Encourage open dialogue and check-ins with team members.
• Welcome feedback, whether positive or negative, from peers and supervisors.

It’s not enough for us as leaders to meet deadlines or check boxes; we must be willing to answer tough questions, explain the rationale behind our actions, and own up when things don’t go as planned.

Why Should We Develop Both? 

1. Responsibility Fuels Ownership and Initiative

When individuals feel responsible for their tasks, they take pride in their work. Responsibility fosters a sense of ownership, where each team member understands their role and is committed to delivering their best. It drives initiative, encouraging people to go the extra mile because they feel personally invested in the success of their work.

As Maxwell often points out, when leaders embody responsibility, it sets the tone for the entire organization. Employees mirror this behavior, understanding that their contributions matter.

1. Accountability Builds Trust and Integrity

While responsibility ensures tasks are completed, accountability builds trust. Leaders who hold themselves accountable create an environment where team members feel safe to express concerns, make mistakes, and learn from them. Accountability strengthens relationships because it reinforces that you’re not just doing your job—you’re willing to be held to a standard of excellence by others.

Accountability enhances integrity. It’s not enough to be efficient; leaders must also be trustworthy. When leaders are accountable, they encourage open communication, which allows for better collaboration and problem-solving.

1. Balancing Both Leads to Growth

An organization where leaders and team members are both responsible and accountable is one that’s primed for growth. Responsibility ensures everyone understands their role and is motivated to execute it well. Accountability provides the framework for improvement, helping teams learn from mistakes and adjust course when needed.

How to Implement Both in Your Organization

• Set clear expectations: Ensure that every team member understands their responsibilities. Clarity in roles helps eliminate confusion and empowers individuals to take charge of their work.
• Create a culture of feedback: Encourage accountability by fostering open communication. Hold regular check-ins, not just to monitor progress but to discuss challenges and find ways to improve.
• Lead by example: As a leader, model both responsibility and accountability. Admit when you’re wrong, be transparent about your decisions, and take ownership of the outcomes.
• Encourage ownership, not blame: Accountability isn’t about assigning blame when things go wrong; it’s about learning and growing. Promote a culture where team members feel safe being honest about mistakes, knowing they’ll be supported in finding solutions.

When we embrace both of these traits, leaders build trust, foster growth, and set the stage for long-term success. Isn’t that what we’re looking for as leaders?