Leadership |
Building Accountability as a Leader Pearl Sumathi, Ed.D. — Assistant Professor of Practice for the Department of Management in the Spears School of Business at Oklahoma State University As a manager, you are expected to operate with agility and precision—ranging from setting strategy to driving execution. Yet one of the most consistently underdeveloped leadership capabilities is the ability to hold others accountable for results in a way that is both clear and effective. Research published in the Harvard Business Review found that 46% of senior managers are rated poorly on holding others accountable (2010), highlighting this as a persistent leadership gap. Participants will learn how to apply a practical accountability framework that operationalizes the 3 Cs in day-to-day leadership: Clarity: Establish clear expectations, roles, outcomes, and success measures so there is no ambiguity about what “good” looks like Candid Feedback: By beginning with empathy, leaders build the skill of delivering timely, direct, and respectful feedback that corrects course and reinforces performance Consequences: Ensure follow-through by aligning actions, decisions, and outcomes to commitments, reinforcing accountability consistently and fairly This session reframes accountability through the three Cs of Accountability: Clarity, Candid Feedback, and Consequences. Accountability is not an event or a performance conversation—it is a continuous leadership discipline that shapes expectations, behaviors, and outcomes. When applied consistently, it strengthens commitment, improves performance, and increases employee ownership of results.
During the workshop, participants will: Explore the leadership dynamics that enable or undermine accountability in teams Apply the 3 Cs of Accountability to real workplace scenarios and leadership challenges Translate the framework into practical behaviors for managing performance conversations Develop a personalized Accountability Blueprint for practices within their teams
By the end of the session, leaders will leave with a clear, actionable approach to accountability that moves beyond oversight and into intentional leadership behavior that drives performance and trust.
» KORN FERRY COMPETENCIES
Collaborates | Communicates effectively | Manages complexity | Develops talent | Directs work | Drives engagement | Cultivates innovation | Drives results | Strategic mindset
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