Leaders MUST understand their own accountabilities as the leader

    Leaders MUST understand their own accountabilities as the leader. Both what you're accountable for, and who you're accountable to. In terms of what you're accountable for, obviously, your own work, but also your team's work. This you have to hold them accountable for delivering those results. And if they don't deliver, not only are they accountable, so are you. In terms of understanding who you're accountable to:

• the team, you're accountable to them, to get them the resources they need, and give them the coaching, guidance, and leadership that they deserve.
• your manager.
• your colleagues and your peers'
• other members of the organization who are relying on your results so they can do their jobs.
• to your customers, internal and external customers.
• your shareholders or the company's owners.

Once you have the clear definition of what you're accountable for, and who you're accountable to, the likelihood of you delivering the results that are expected goes up dramatically.

     Once you understand what you're accountable for as a leader, you need to define the accountabilities for the members of your team.  They need to know what behaviors, actions, and results, they are being held accountable to. If they don't know what you're holding them accountable to, it's impossible for them to deliver what you expect. So making sure that you clearly define these accountabilities goes a long way in enabling the right behaviors. Make it very clear what your expectations are while creating a team accountability matrix with each individual clear with "this is what I deliver to the organization." By clearly defining accountabilities, it will be much easier to impose consequences or to give rewards when people perform, and people are going to drive the right behaviors because they know what you expect of them.