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5 Ways to Use Accountability as Motivation to Achieve Your Goals

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Want to know how successful people hit their goals time and time again? They have a secret weapon in their arsenal, accountability. When it comes to creating success in your life, being accountable to someone other than yourself is a real motivator.

Here are 5 ways you can use accountability for motivation to achieve your goals:

 

1. Know your integrity is on the Line

Do you want to be known as the person who never keeps their word? DWYSYWD, is a well known anagram to remind you that it is critical for you to do what you say you will do when it comes to achieving your goals. Be accountable to yourself first and foremost. If you have no intention of following through with what you say then why even say it? Your word is one of the most important things you have so use it to keep you in check and on track to achieve your goals.

“Accountability breeds response-ability”. – Stephen Covey

2. Group accountability or partnerships

Joining a support group to help you reach your goals can make you feel like you are part of a team and not just out there on your own. Groups can be found easily online and many social media platforms have groups you can join for free. Paid groups are also common and depending on the size of your goal, they could be a worthwhile investment in yourself. When joining a group, ask to trial it initially to make sure that it is a good fit for you and that it will provide the support and accountability features that you need. Never be afraid to walk away from something if it’s not working out for you. There are plenty more options that will be a better match.

 

3. Fear of failure when goals are made public

Making your goals public can encourage you to stay on track and not give up when things get hard. Just knowing that there are people waiting for you to fail can be a huge motivator to push through and enjoy the victory for all to see. Knowing that people are supporting you and backing you 100% of the way is also a powerful motivator. When you make your intentions public you will find that you receive a combination of responses so use both to fuel your desire to succeed.

“Everyone needs a coach. It doesn’t matter whether you’re a basketball player, a tennis player, a gymnast or a bridge player”. – Bill Gates

4. Accountability coaches

Coaches are available for just about any area of your life that you could need them. Today many people offer online accountability coaching as well as face to face sessions to keep you on track to reach your personal targets. Prices vary from free to thousands of dollars, depending on the nature of the coaching you require and the expertise of the coach you employ. Make sure that the accountability coach you choose will not tolerate excuses and fail to call you out when you are not following through. You need to find someone that is impartial and focused on getting you to where you want to be, not someone to be your new best friend.

 

5. Goal setting tools and apps

There are tons of goal setting programs and task management tools on the market to help you set, track and achieve your goals. Wunderlist, Todoist, StickK and Goals on Track are just a few of the free or low cost tools you can use to keep yourself accountable.  A good old fashioned chart on the wall can also be just as effective and much harder to ignore. You can even buy huge wall size post-it notes these days so you can stick them up just about anywhere. Whether you are into the latest technology or prefer simple tools, having your goals and your progression in a place that is visible to you each day will make you aware of how much progress, or lack of progress, that you have made towards achieving your goals. If you can have it somewhere that other people can see it, this can make you feel accountable to them even if you have not directly asked them to provide this support.

 

Accountability is a great motivator for you to stay on the right track to completing your goals. Most people are uncomfortable making up stories, lies and excuses and having someone to be accountable to is a way to ensure they are being honest with themselves as well as the person they are accountable to.

You’ve been given the tools and now it’s up to you to use it. Pick one of the above as a starting point and take action to incorporate it into your goal achievement strategy today.
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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