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Open organizations demand emphasis on accountability. This month, the open organization community at Opensource.com tackled accountability’s finer points during its regular #OpenOrgChat on Twitter. Check out the following recap—and get ready for the next chat.
Q1: What is accountability? How do open organizations specifically embrace the concept? (from @brookmanville) #OpenOrgChat
A1 accountability is owning your choices and acknowledging the failures AND successes. Honest analysis is a Good Thing(TM) #openorgchat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A1 Open orgs embrace using everything from git commit logs to mailinig list feedback to face to face convos. #OpenOrgChat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A1: It’s more than responsibility. It’s ownership of your actions & those of the team you lead. #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A1: accountability in openorg drives engagement & sense of ownership. This is part of me, so I want it to be the best. #openorgchat
— Sandra McCann (@sc_mccann) September 22, 2016
A1: Accountability is doing what you say, and saying what you mean. #OpenOrgChat
— Rebecca Fernandez (@ruhbehka) September 22, 2016
A1: accountability is a willingness to share your expertise to survive in the crucible of an open organization #openorgchat https://t.co/LVAis8ZBQE
— JP Sherman (@jpsherman) September 22, 2016
A1: #Accountability is keeping each other to their commitments-and doing it OUTLOUD @kmusich is great at holding me accountable #OpenOrgChat
— jackieyeaney (@jackieyeaney) September 22, 2016
A.1. @openorgbook Accountability is having ownership and commitment to deliver — if not exceed – on expectations #OpenOrgChat
— E.G.Nadhan (@NadhanEG) September 22, 2016
A1: Open Orgs embrace accountability through radical transparency #openorgchat
— Jeff Mackanic (@mackanic) September 22, 2016
Q2: Does accountability have a negative connotation? Should we change that? How? (from @samfw) #OpenOrgChat
A1: We were talking yesterday on my team about a virtual ‘brag board’ and ‘failure board’ to celebrate both #OpenOrgChat
— jackieyeaney (@jackieyeaney) September 22, 2016
A2 People tend to think “accountable” as meaning “takin’ a whoopin’” when things go wrong. It should not be. #openorgchat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A2 Accountability can involve owning up to failure, but honest failure of best efforts shouldn’t be something to be ashamed of. #openorgchat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A2 Employees historically viewed accountability as potential punishment & risk of job loss #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A2 Companies can pivot perspective to see ties to ownership, decision making & performance. #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A2: Yes it does. Accountability is good for everyone else but not me. People fear unequal accountability – need transparency #openorgchat
— Jeff Mackanic (@mackanic) September 22, 2016
A2: accountability != blame. Need to shift this to ownership/pride & collaborative accomplishment #openorgchat
— Sandra McCann (@sc_mccann) September 22, 2016
A2: Need to change the conversation. Accountability == I want to make this happen! I want to drive the change etc #openorgchat
— Sandra McCann (@sc_mccann) September 22, 2016
@JenKelchner I came from the @USArmy, where accountability is paramount. Every mission gets reviewed bc nothing’s ever perfect. #OpenOrgChat
— Amy Gaskins (@AmyVGaskins) September 22, 2016
Q3: How can we enhance accountability without creating cultures of excessive blame? (from @woohuiren) #OpenOrgChat
A3 Strictly talk about failures in terms of learning experiences. Encourage a “fail fast” attitude, so it’s not blamestorming #openorgchat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A3-1: Build accountability into your regular workflow: have an agenda before a meeting, have people chose their deadlines #openorgchat
— Jeff Mackanic (@mackanic) September 22, 2016
A3 True accountability removes blame and victim mentalities #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A3: Broadcast successes & liberally sprinkle names of accountable peeps who made it happen. share learning from failures too. #openorgchat
— Sandra McCann (@sc_mccann) September 22, 2016
Encourage ppl to get involved in decision making — goes back to fostering that essential sense of ownership/investment/belief. #openorgchat https://t.co/gbyr4A3f9q
— Allison (@allisonsm7) September 22, 2016
A3: Get rid of or prevent the blame game by encouraging the type of behaviors you want in your culture #OpenOrgChat https://t.co/Qg86pN1NBn
— Jason Hibbets (@jhibbets) September 22, 2016
A3-2: After meeting send notes with names and agreed deadlines and post to a wiki, review agreements the following week. #openorgchat
— Jeff Mackanic (@mackanic) September 22, 2016
From experience, the After Action Review is a really good example of this. Focus is on improvement & efficiency – not blaming #openorgchat https://t.co/2Dq3zaqu52
— JP Sherman (@jpsherman) September 22, 2016
A3: Everyone has to participate and no one can be totally at fault. It’s adaptive learning and shared responsibility. #OpenOrgChat
— Amy Gaskins (@AmyVGaskins) September 22, 2016
A.3. Recognize behavioral choices of collaboration and knowledge sharing across the community of the enterprise #OpenOrgChat
— E.G.Nadhan (@NadhanEG) September 22, 2016
A3: Set the expectation that it’s everyone’s responsibility to bubble up roadblocks, barriers, etc. fast enough to address them #openorgchat
— Rebecca Fernandez (@ruhbehka) September 22, 2016
Q4: How do we ensure accountability when coordinating internal and external communities? #OpenOrgChat
A4 Transparency where possible. Either get external buy-in or at least report externally why choices were made. #openorgchat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A4: treat an internal community like you treat the external commty. Inspire. Public discussions. Post agreements. Transparency #openorgchat
— Jeff Mackanic (@mackanic) September 22, 2016
A4 Have clear decision making process. #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A4 Have a shared knowledge commons for collaboration #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A4: Try to keep everyone informed of what you’re working on. The more conversation, the more opportunities to collaborate. #openorgchat https://t.co/AYSpRMyaMB
— Allison (@allisonsm7) September 22, 2016
A4: transparency is key, as much as possible. Keep open & in sync. Work with the intrinsic passions involved. #openorgchat
— Sandra McCann (@sc_mccann) September 22, 2016
A4: Keep in mind that there’s a difference between a volunteer and an employee. Be clear about what a volunteer role entails. #OpenOrgChat
— Rebecca Fernandez (@ruhbehka) September 22, 2016
A4: The reasons everyone is listing is why the NOAA Big Data Project worked while I was there and is failing now :/ #openorgchat
— Amy Gaskins (@AmyVGaskins) September 22, 2016
A4: The base of accountability for communities is transparency, remember, surprise is the opposite of engagement #openorgchat #cmgr https://t.co/tfkV17LfSo
— Jason Hibbets (@jhibbets) September 22, 2016
Q5: What is accountability’s role in a meritocracy? (from @sc_mccann) #OpenOrgChat
A5: true meritocracy has high accountability and high transparency #openorgchat
— Jeff Mackanic (@mackanic) September 22, 2016
A5 Someone who takes ownership of their actions and the results of them is showing merit, IMHO. #openorgchat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A5: ensure accountability is shared, not just held by best & brightest. Allow for failure/learning & growth from experience #openorgchat
— Sandra McCann (@sc_mccann) September 22, 2016
A5 Setting clear expectations up front for decision making. #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A5: Accountability should make meritocracy easier. If you know who delivers, you can also know who to listen to. #OpenOrgChat
— Rebecca Fernandez (@ruhbehka) September 22, 2016
A5: Accountability should make meritocracy easier. If you know who delivers, you can also know who to listen to. #OpenOrgChat
— Rebecca Fernandez (@ruhbehka) September 22, 2016
A.5. In a way, the community overall is accountable for championing meritocracy the right way !! #OpenOrgChat
— E.G.Nadhan (@NadhanEG) September 22, 2016
Q6: What is the relationship between accountability and transparency in open organizations? #OpenOrgChat
A6 Tangential, I think. You might have accountability between an org and its members, but not be transparent about it. #openorgchat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A6 I think transparency and meritocracy are related but not dependant upon each other. Takes conscious effort to be both #openorgchat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A6: Transparency is one of the only ways to ensure accountability when you’re talking about a large company. #OpenOrgChat https://t.co/MdpsBnf1E5
— Allison (@allisonsm7) September 22, 2016
A6: transparency-anyone can see/help project succeed. everyone accountable in small degrees. collaborative accountability #openorgchat
— Sandra McCann (@sc_mccann) September 22, 2016
A6: Transparency is the key to accountability. Surprise is the opposite of engagement #openorgchat
— Jeff Mackanic (@mackanic) September 22, 2016
A6 I think these go hand in hand. Often you can be accountable w/o true transparency. But not other way around. #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A.6. Transparency across the community fosters continuous accountability #OpenOrgChat :: Formula for successful #meritocracy
— E.G.Nadhan (@NadhanEG) September 22, 2016
Q7: What’s the best way to balance accountability with freedom? (from @woohuiren) #OpenOrgChat
A7 Freedom doesn’t mean freedom from consequences. Accountability is just part of that equation. Maturity is understanding this #OpenOrgChat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A7: This is a sucker’s choice. Freedom is key to accountability. People chose to be accountable – you can not force it #openorgchat
— Jeff Mackanic (@mackanic) September 22, 2016
A7: With great power, comes greater responsibility #OpenOrgChat https://t.co/koeHybCy13
— Jason Hibbets (@jhibbets) September 22, 2016
A7: I think they’re synced. If you’re publicly accountable for your outputs, you should be able to do them however you see fit. #OpenOrgChat https://t.co/vI5DeA1oPN
— Amy Gaskins (@AmyVGaskins) September 22, 2016
. @openorgbook Taking an exit is one thing. Veering off into the wrong lane something else! Freedom (license) has its limits #OpenOrgChat
— E.G.Nadhan (@NadhanEG) September 22, 2016
A7: freedom to approach an issue, solve it, still be accountable for outcome. #openorgchat
— Sandra McCann (@sc_mccann) September 22, 2016
A7 Freedom requires accountability & authenticity. Have these and it will balance #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A7: There’s a strong implied trust factor here, though #OpenOrgChat
— Amy Gaskins (@AmyVGaskins) September 22, 2016
A7: As seen in nature, we have freedom, but with a shared purpose direction is natural & obvious #openorgchat pic.twitter.com/JpmpVVYUvH
— JP Sherman (@jpsherman) September 22, 2016
Q8: What is “360-degree accountability” and why is it important? #OpenOrgChat
A8 Being accountable to those you serve, whether community, employees, or employers & holding those folks accountable #OpenOrgChat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A8 360-degree accountability Requires buy-in from management and staff. #OpenOrgChat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A8: How about 360-degree transparency? #openorgchat
— Jeff Mackanic (@mackanic) September 22, 2016
A8 Everyone has ownership of work including leaders. No blame. No victims. #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A8: It’s including all aspects of your life: self, family, community, work when being acocuntable #OpenOrgChat https://t.co/Tyi2YfFBaW
— Jason Hibbets (@jhibbets) September 22, 2016
A8:everyone responsible for success, up n down the mgmt foodchain. individual hold VP accountable for good & bad outcomes #openorgchat
— Sandra McCann (@sc_mccann) September 22, 2016
A8: Accountability doesn’t just run bottom-up and a lot of organizations forget that. It runs sideways and top-down, too! #OpenOrgChat https://t.co/xSbDcqpu4o
— Amy Gaskins (@AmyVGaskins) September 22, 2016
A8: It’s hard to get 360 right, because there’s a question of privacy vs. accountability. Also, power differentials #openorgchat
— Rebecca Fernandez (@ruhbehka) September 22, 2016
A.8. Accountability applies to all aspects of every initiative, project and engagement. 360-degree accountability #OpenOrgChat
— E.G.Nadhan (@NadhanEG) September 22, 2016
A8: absolutely. at home we have a variation of individual/ group accountability called “win as a team, lose as a team” #openorgchat https://t.co/ItnK559AoE
— JP Sherman (@jpsherman) September 22, 2016
A8: I feel more accountable to my team, my peers, & my customers rather than my boss. Is that wrong? #OpenOrgChat https://t.co/AOI61oWc9Z
— jackieyeaney (@jackieyeaney) September 22, 2016
A8 Again removal of fear based environment is neccesary to make 360 work well #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A8: 360-degree critical to ensure collaborative ownership & no one hiding behind titles. #openorgchat #openorgchat
— Sandra McCann (@sc_mccann) September 22, 2016
Q9: What have you found to be the best way to encourage accountability? (from @woohuiren) #OpenOrgChat
A9 Remove language that creates fear. #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A9 Create places of trust to “fail forward” #OpenOrgChat
— Jen Kelchner (@JenKelchner) September 22, 2016
A9 Leading by example. Owning up to the consequences of my actions, bad and good. #OpenOrgChat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A9: Team transparency. Create the environment where people chose to be accountable. Make it part of the culture – no blame #openorgchat
— Jeff Mackanic (@mackanic) September 22, 2016
A9: It sounds cheesy, but allowing people to move around and work on things they’re interested in. Accountability follows. #OpenOrgChat https://t.co/R6x9CedolI
— Amy Gaskins (@AmyVGaskins) September 22, 2016
A9: Set expectations upfront that you’ll be checking in (and how often). And do it. Praise progress. Ask how you can help. #OpenOrgChat
— Rebecca Fernandez (@ruhbehka) September 22, 2016
A9 Also, as a leader, encouraging staff to be accountable in a positive way. Celebrate it with the team, etc. #OpenOrgChat
— Thomas Cameron (@thomasdcameron) September 22, 2016
A9: Also, shine a spotlight on good examples of effort, progress, and follow-through. And make it safe to ask for help. #openorgchat
— Rebecca Fernandez (@ruhbehka) September 22, 2016
Q10: How do you ensure accountability across geographical locations or on remote teams? (from @allisonsm7) #OpenOrgChat
A10 I’ve worked remotely for 15 years. Everything listed today works local or remote, AFAICT. #OpenOrgChat
— Thomas Cameron (@thomasdcameron) September 22, 2016
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