The importance of leadership accountability in the workplace is often undervalued yet is a vital part of a positive culture. Accountability is measured in a variety of ways. The most common is business performance, which most shareholders and executives value. However, in addition to being answerable to a corporation, leaders must also be engaged in the corporate culture.

Communication

To achieve team cohesion and clarity of purpose, good communication is essential. People must have confidence in their leaders’ ability to provide precise guidance. Uncertain communication causes teams to lose focus and engagement. It’s possible that when you request someone to do something, they might not hear or understand what you said. This may cause confusion and annoyance, which might reduce the efficiency of your efforts. Giving your staff a chance to provide feedback is a great way to figure out where communication is falling short and how to fix it.

Leaders of distributed teams must think about the best communication channel. To actively provide chances for your team to have a shared experience, get to know one another, and develop a feeling of camaraderie and collaboration, you must intentionally concentrate on building trust.

Listening

Develop a culture of trust within the team so members can be honest and vulnerable. High morale and productivity come from a robust feedback culture. Listening routes are now an essential component of effective leadership, remote or in-person. Building an atmosphere where your team feels heard, where problems are discussed, and where development opportunities are taken advantage of is essential. Employees like leaders who encourage collaboration and empowerment over those who take an authoritative or consultative approach.

Delegation

Making sure your team members feel responsible for their actions is a smart place to start if you want to be effective. A good team culture cannot be developed by constantly watching an employee’s back, even remotely. Concentrate on assisting your team by asking how you can help them accomplish their objectives. People take ownership of their acts and are better equipped to correct errors when they feel responsible. Keep employees up to date with goal progress and concentrate on holding the team to the same standards as you would yourself.

Ownership

Leaders must establish high expectations for themselves and take responsibility if they want teams to be held responsible for theirs. Accept responsibility for errors. Own your mistakes and try to make apologies as soon as you can. To be accountable leaders, we must first take responsibility for our own missteps. Employees will appreciate and respect that a superior can be honest and try to learn and grow.

This article was originally published at Patch.com.