To account for something is to measure. The word accounting is used to describe the measuring, processing, and reporting of financials. Furthermore, if someone is held to account for something, not only has it been measured or evaluated, but the person is made to explain why they did it. Sometimes being held to account even involves punishment.
The second part is the word able. Able is having the power, skill, or means to do something.
When you put them together, being accountable looks like someone, or something, holding your feet to the fire. If you're accountable then you're measured against what you committed to do.
We all need accountability. Sometimes it's a system, a technology, or even just self-discipline. However, more often than not, most people need someone or some external force to help us hit our goals.
We need it professionally and we need it personally.
Where do you need to seek accountability?
Working out.
Learning a new language.
Working collaboratively.
Listening to others.
Reading the Bible.
Putting down your phone.
Investing in your family.
Eating healthier.
Studying for an exam.
Hitting a deadline.
Getting out of debt.
Yours might be on this list or it might not, but each of us have areas where we need accountability.
Here's my challenge for you this week:
1. Find one area you need to seek accountability.
2. Create a goal in that area (one that is specific and has a deadline).
3. Put a system in place to hold you accountable (that system might just mean asking someone to help).
I’m working to seek and invite accountability, even when I don’t want it.
But there’s one thing most people forget about values: they cost you something. They wouldn’t be values if they weren’t valuable, and anything that has worth will cost you something to get.
What if a person, or a team, claims to value excellence? On the surface, it seems like your typical, run-of-the-mill value, that any organization would claim to aspire to. However, excellence comes at a price. Sometimes the pursuit of excellence requires you to sacrifice expedience. Excellence means you can’t cut corners. Doing something quickly is nice, but if we truly value excellence it might take longer.
Or take, for example, the value of grit. While every team would like to have gritty people, many individuals don’t want to forego an easier path. Being gritty means rolling up your sleeves and doing whatever it takes to get things done.
The people we most respect have strong values for which they are willing to sacrifice.
Our military members sacrifice everything because they value freedom.
Educators sacrifice the opportunity to make more money because they value students.
Missionaries sacrifice the comfort of their own homes to move to foreign lands because they value their faith.
It’s not just individuals who make sacrifices for values, but purpose-driven organizations should be willing to, as well. When you say you value something, you are drawing a line in the sand and committing to give up things in pursuit of those goals.
That means when you have a high performer on your team who doesn’t fit your values, you must have the courage to let them go.
I’m thankful to be surrounded by people who hold fast to their values. I saw it modeled by my parents, I see it on display daily at ADDO, and I see it at my church.
Here’s my challenge: Get clear on your values. Ground yourself in those values. And decide now that you will commit to those values, regardless of the cost.
One set of remarks made stood out to me. It was a poem shared for the honoree by a fellow pastor in the community:
The Bridge Builder
“An old man going a lone highway,
Came, at the evening cold and gray,
To a chasm vast and deep and wide.
Through which was flowing a sullen tide
The old man crossed in the twilight dim,
The sullen stream had no fear for him;
But he turned when safe on the other side
And built a bridge to span the tide.“Old man,” said a fellow pilgrim near,
“You are wasting your strength with building here;
Your journey will end with the ending day,
You never again will pass this way;
You’ve crossed the chasm, deep and wide,
Why build this bridge at evening tide?”
The builder lifted his old gray head;
“Good friend, in the path I have come,” he said,
“There followed after me to-day
A youth whose feet must pass this way.
This chasm that has been as naught to me
To that fair-haired youth may a pitfall be;
He, too, must cross in the twilight dim;
Good friend, I am building this bridge for him!”
- By Will Allen Dromgoogle
A young man asking an old man why he is building a bridge that he won’t ever need to use. The old man sharing that he is building the bridge for another young traveler who will need to use it one day.
It’s a great challenge and a reminder to invest in the next generation.
I’m thankful for those who have built bridges for me. For my parents, for teachers, and for mentors.
Make the intentional choice today to be a bridge builder for the next generation.
We took the entire team to celebrate 10 years in business, complete with a boat ride on the Chicago River, a Cubs game at Wrigley Field, and of course some famous Chicago deep-dish pizza.
After something as remarkable as this trip, I was asked by some fellow founders and business leaders why we spend so much energy (and money) focused on our culture at ADDO. It’s usually followed by a statement that goes something like this, “When you take your whole team to Chicago, it’s no wonder ADDO keeps landing on the ‘Best Places to Work List.’” However, it would be a mistake to believe it’s the extravagant elements that lead to high engagement.
Here’s an important piece of advice:
What do I mean by that?
First, every leader should know that you can’t compensate for a crappy culture with grand gestures and big events. If day in and day out our people aren’t truly appreciated, challenged, and cared for, then we might as well save our time, effort, and resources.
Knowing that the small, consistent moments matter, it’s a leader’s job to create an atmosphere where people can be their best. It’s important to note:
A leader can’t build a healthy workplace on their own, it must be supported and sustained by a collective group of committed individuals on the team.
With all the above being said, it’s helpful to achieve milestones and celebrate seasons in a way that commemorate what you’ve accomplished.
It’s kind of like being a great parent or spouse; what matters most to your husband, wife, or children aren’t the big things, it’s consistently loving and being there for them. They need to you show up, to care, to tell them you love them. Those small acts matter most. However, when they look back and are asked to remember what stands out, they’ll probably recall key moments you experienced together. It doesn’t have to be grandiose; it could be as simple as going to get ice cream or going down slides together at the park.
You show care consistently in small ways and you help create etched memories in the moments.
This message matters for each of us that are responsible for a group of people, whether a family, a small group or Sunday school class, a classroom, a sports team, or a business. A positive culture happens when you work daily to create an environment of consistent care and when you don’t miss making the memories that leave a lasting impression.
I intended to share some of that with you this morning – how we strategically leveraged the time to remind the team of our purpose, celebrate individuals who embody our values, and intentionally build culture – but I will hold that update until next week because some things happened on our trip that I believe give us a reminder of what matters most in life.
During the first morning of the retreat, we received the news that Marjorie had her baby. Marjorie worked with our team and me for a few years. The team loves her and her family and the group was thrilled for them. In fact, two of our team members could not make the trip as they are on maternity leave, which means lots of babies in the ADDO family! There are many happy things in life, but few top the joy of a new baby.
While the trip itself was fun and celebrating a new baby was joyful, that first evening we received some tragic news that triggered the exact opposite emotion.
Dana McArthur is one of the closest partners and friends of the ADDO team. That evening we learned that his wife and daughter were on a trip to Alaska when their sightseeing plane crashed. Unfortunately, no one survived. Unimaginable.
That morning we were thrilled for new life and less than 12 hours later we were heartbroken. Both ends of emotions in the same day, overjoyed for one family and devastated for the other.
The charge is to be there for others in their good times and in their sad times.
I'm thankful for our team living this out. But there is a lesson for each of us in this.
We each need these kinds of friends and we each need to be these kinds of friends.
When it comes to rejoicing, are you the type of person who cheers when the people you love succeed? And are the people around you cheering for you? Your friends should want you to succeed. As the saying goes, "Your circle should clap loudly when you have good news. If it doesn't, get a new circle."
There are other seasons that aren't as happy. In times of loss, others need us more than ever. And even if we don't like to admit it, we need them as well.
Look at your friends this week. Are they rejoicing or weeping? Make the choice to meet them where they are.
Back to school is one of the busiest times of year for our team at ADDO. While many of our corporate programs happen all throughout the calendar year, we still have programs in more than 1,000 schools. The start of the school year brings a flurry of activity and countless inbound requests, soliciting information, clarification, or help.
The sheer quantity of requests can be overwhelming. Add to it the fact that most of these interactions are mundane and repetitive. It's easy to see how someone could check out, if not physically, at least mentally.
What do I mean by that?
There was a fascinating study by the Journal of Marketing entitled The Service Encounter. In the study, they categorized 700 customer interactions (or incidents) from the airline, hotel, and restaurant industry. In short, these were a collection of memorable moments from a customer interacting with an employee. Roughly half of the moments were positive and half were negative.
I bet right now you could think of interactions that fall into both of those categories.
The negative ones stick in our minds: the representative was rude, the wait was twice as long as you expected it to be, the order was incorrect, and the list goes on.
The positive ones stay with us, as well: the team member went above and beyond, the person remembered your name, someone helped your child and made their day.
One fascinating component of this study is that nearly 1/4 of the positive experiences came out of a negative one. Said another way, 25 percent of the positive encounters we have with an employee are the result of something going wrong, and then that employee doing something to make it right.
This fact can mean a lot to our team, and to every interaction you have with a customer (or a student, or a church member, or whoever your key constituent is). Every problem presents the potential to turn a negative into a positive.
This week, when someone asks you a question, when they have a challenge, or when you mess something up, choose to see that as an opportunity instead of an obstacle.
The goal isn't to make mistakes or generate problems just so you can fix them. But, it's true that if someone is going to remember a positive experience with us or our organization, many times it will be the result of us fixing something that went wrong.
If you'll choose this perspective on problems, you have the potential to create more positive moments.
This exchange can be summed up in one of my favorite quotes from Zig Ziglar: "The chief cause of failure and unhappiness is trading what we want most for what we want now."
You’ve heard each of the essential exchanges; now you need to take action! As Leonardo da Vinci said, “I have been impressed with the urgency of doing. Knowing is not enough; we must apply. Being willing is not enough, we must do.”
You’ve heard each of the essential exchanges; now you need to take action!
As Leonardo da Vinci said,
It’s time to do!
Take action:
In this week’s video I unpack the exchange we face of moving from acceptance to accomplishment.
Check it out:
An obsession with acceptance makes us insecure, erodes our confidence, and makes us easily manipulated by others’ smiles or frowns. When we find the courage to pursue accomplishment, we earn respect – even from those who oppose us.
Margaret Thatcher said it this way,
Consistently making this exchange establishes a trajectory for our lives that’s full of richer relationships.
Think about what you truly want to accomplish and don’t let the approval of others stand in your way.
Next week we will wrap up this series on making exchanges - giving up something good for something better.
Eleven years later and I still remember a story Coach Richt shared during that conversation. Hear more in the video below:
I have so much respect and admiration for Coach Richt - he's consistent and always has his priorities in the right order. I know that's especially true now. I've admired his firm foundation through his diagnosis of Parkinson's disease, the storm he's currently facing.
"Sand works fine when there's no storm." That's one of my favorite lines from 8 Essential Exchanges. It's true, isn't it?
We will all eventually face storms. We will confront challenges and have to weather tough seasons. While we always need anchoring, it's in those moments that we most realize the futility of building on a foundation that is not firm.
Remember: The only sure foundation is found in something and Someone bigger than yourself.
We each need to make the exchange to build our life on a solid rock.
Here's to making the exchange!