Episode #72: Remedies for the Epidemic of Accountability Part Three: Ensuring Alignment with Expectations

In the bustling corridors of a rapidly growing tech firm, CEO David found himself grappling with a dilemma. His teams were vibrant and intelligent, but something was amiss. Projects were lagging, and the quality wasn’t consistent. At team meetings, David provided clear instructions, trusting that would suffice. Yet, when milestones were missed, he hesitated to step in, fearing confrontation. Does this sound familiar? In this podcast episode, we explore the challenges faced by leaders like David. Why do so many of us, despite our best intentions, shy away from setting clear benchmarks and guiding our teams effectively? 

Here’s a prevailing myth: correcting performance equates to confrontation, damaged relationships, or quiet quitting. This misconception, driven by fear, often leaves employees abandoned post-instruction, leading to an environment of neglect rather than empowerment. We’ll uncover the layers behind this avoidance and the price organizations pay for such omissions. Imagine a world where mere instructions magically lead to flawless execution—a world many leaders, unfortunately, believe exists. But as we’ll explore, this belief is not only detached from reality but can also be detrimental. 

We want to emphasize a vital message: leaders have the opportunity to elevate their impact by embracing authentic, transparent conversations about performance and accountability. While celebrating achievements is essential, combining it with clarity brings out the best in everyone. If you’re looking to cultivate a culture of accountability that thrives on both commendation and constructive feedback, join us! Let’s redefine leadership and reshape the narrative around performance correction together. 

If you want to know more about leading effectively, check out our book, “So, You Think You Can Lead?”: https://www.amazon.ca/dp/B07QMVKNSV/  

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  • [01:30] Episode Introduction  
  • [10:11] Why Corrective Feedback Matters 
  • [11:56] Fears Surrounding Giving Feedback 
  • [23:41] Episode Gem 
  • [28:06] Episode Wrap Up 


    • Observing how prevalent it is for leaders to delegate tasks to employees and then leave them to navigate the complexities alone is concerning. This “sink or swim” approach is far from conducive to nurturing employee growth. It creates an environment where people feel unsupported and undervalued, often leading to a lack of motivation and underperformance.


    • Leaders often hesitate to address misalignments or mistakes, fearing their feedback might be perceived as an attack or criticism. The root of this misconception lies in the often-held belief that correction inherently carries a negative connotation. As a result, leaders tend to avoid these essential conversations, hoping to maintain a harmonious workplace environment.


    • Leaders’ hesitation to say anything can stem from various concerns – worrying about how the course correction will be received, the potential impact on the relationship, or even fearing retaliation. 


    • Whether you’re a seasoned leader, a new manager, or just curious about what’s been tearing organizations apart, join us in this thrilling Accountability series on the Dismantling Dysfunction Podcast, as we pull back the curtain on what’s really going on. Remember, if you need help dealing with dysfunctions at work or in your personal life, reach out to us. 


    "Deciding to compensate for poor performance instead of managing it is an act of self- disempowerment."
    episode 18 quote tile 2 - "When acting from the Victim Leadership Persona, our power and sense of personal agency is taken away by seeing situations through a  lens of helplessness."
    episode 18 quote tile 2 - "When acting from the Victim Leadership Persona, our power and sense of personal agency is taken away by seeing situations through a  lens of helplessness."

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