In today's rapidly evolving and interconnected world, leadership has taken on a new dimension. Traditional notions of authority and command-and-control have given way to more collaborative and empathetic approaches. This past week, I was in Utah at a mastermind when I struck up a conversation that got me thinking.  This leader said to me “I am tired of hearing about modern day leadership, I think it breeds a lack of accountability.”  That statement got me thinking, while I think that can be the case in some situations, my opinion is, modern day leadership challenges leaders to level up and accountability may look different than it did before – but it should always exist.  I am going to take some time to explore what accountability looks like in the context of contemporary leadership, its significance, and how it can foster growth and success within organizations.

Accountability can be defined as the willingness and ability of individuals and organizations to take responsibility for their actions, decisions, and outcomes. In the realm of leadership, it involves leaders holding themselves and others answerable for their commitments, obligations, and performance. I think one of the keys here is that accountability goes both ways – it’s not a one-way street!  It goes beyond assigning blame and focuses on learning, improvement, and achieving shared goals.  I also think that reframing how we see accountability is important, it’s an act of love.  We care too much about our team and each individual to allow them to perform under what they are fully capable of, this upholds their dignity. 

Leaders must cultivate a culture of transparency and trust. This begins with leaders being open and honest about their own intentions, decisions, and mistakes. By demonstrating transparency, leaders foster an environment where team members feel safe admitting their errors and take responsibility for them. Trust is built when leaders consistently exhibit integrity and create a space where everyone feels valued and respected and heard.
Accountability thrives when expectations are clearly defined. Modern leaders take the time to articulate the organization's vision, mission, and values. They communicate expectations to their teams, ensuring that each member understands their role, responsibilities, and the desired outcomes. By setting clear expectations, leaders provide a framework for success and enable individuals to align their actions with the organization's goals.  I personally like to use team collaboration as a gentle accountability measure.

Leaders empower their team members to take ownership of their work. They delegate authority, provide the necessary resources, and offer guidance when needed. By allowing individuals to make decisions and take responsibility for their actions, leaders foster a sense of ownership and motivation. This empowers employees to become more engaged and invested in their work, resulting in increased productivity and innovation.  This also ties into a past post of mine where I discuss how micromanaging stifles growth.

Failure is an inevitable part of any journey towards success. In a culture of accountability, leaders view failure not as a setback but as an opportunity for growth and learning. When mistakes happen, leaders encourage open discussions, seeking to understand the root causes and identify lessons to be learned. By reframing failure as a steppingstone towards improvement, leaders create an environment where individuals feel supported and encouraged to take calculated risks and they trust leadership and the learning process.

Accountable leaders understand the importance of providing constructive feedback. They create a feedback-rich culture that encourages ongoing communication and dialogue. Feedback is given with the intention of promoting growth and development, focusing on specific behaviors, and offering actionable suggestions for improvement. In addition to constructive feedback, recognizing and celebrating achievements and milestones is equally crucial. By acknowledging individuals' contributions, leaders reinforce a sense of accomplishment and inspire continued excellence.

By fostering transparency, setting clear expectations, empowering individuals, learning from failure, and providing constructive feedback, leaders create a culture where accountability thrives, and it’s looks and feels much different than accountability in the old ‘system.’ Embracing accountability not only cultivates trust and collaboration but also propels organizations towards achieving their objectives. As leaders continue to adapt and evolve in a rapidly changing world, accountability remains an indispensable element in the pursuit of excellence.

 Go love your people, 
​B.

​In relationships, like finances, there are deposits and withdrawals.  The balance of your emotional currency plays a significant role in shaping the dynamics of your relationships. Imagine that every interaction, every word, and every action have the potential to either deposit or withdraw emotional currency from our relationship bank account. Understanding and effectively managing these emotional transactions can make all the difference between a thriving, fulfilling relationship and one that feels drained and disconnected.  This is a reality in both life and in leadership.

Emotional deposits act as the building blocks of a strong and resilient relationship. They are the positive interactions, gestures, and expressions of kindness and appreciation that create a foundation of trust, and connection. 

Just as deposits can strengthen relationships, emotional withdrawals can deplete emotional reserves. These withdrawals occur when negative interactions erode trust, respect, and emotional well-being.
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I have heard statistics that say it takes 7 emotional deposits to balance out 1 negative, whether that is true or not, it brings up the point that intention needs to be put into being sure there is at least a balance. 

What does your emotional currency look like in life and in leadership?
 
B.

In modern day leadership, the concept of Emotional Intelligence (EQ) has gained increasing traction as we slowly see older leadership models fade away. I often refer to this as Modern Day Leadership.  EQ is a person's ability to recognize, understand and manage their own emotions, as well as those of others. Unlike traditional measures of intelligence, EQ emphasizes the importance of interpersonal skills in personal and professional success.   

How does EQ show up in leadership?  I believe there are a few key components that make EQ in leadership powerful!

Self-awareness is a key component of EQ. Leaders with high levels of self-awareness are able to understand their own strengths and weaknesses, and how they impact others. This allows one to lead with empathy, compassion and authenticity. By being aware of your own emotional triggers, you can control reactions in difficult situations and make better decisions. This ability to remain calm and composed under pressure is a hallmark of a great leader.
 
Empathy is the ability to understand and share the feelings of others. Leaders with high EQ are able to connect with their team members on a personal level, which helps to build trust and foster a positive work culture. They are able to communicate effectively with individuals from diverse backgrounds and with different personalities, making them more effective at managing teams and resolving conflicts.
 
Adaptability, the ability to flex and flow, in today's fast-paced business environment, the ability to adapt to changing circumstances is critical. Leaders with high EQ are able to navigate uncertainty and change with ease. When you are open to new ideas and are willing to change course when necessary. This ability to be flexible and adaptable is essential for driving innovation and staying ahead of the competition.
 
Leaders with high EQ are often highly motivated and driven with clear vision of their goals and are able to inspire and motivate their team members to work towards them. When you create a positive work environment where team members feel valued and supported it leads to higher levels of engagement, job satisfaction and productivity.
 
Communication, community & culture are other important components of leaders with high EQ.  Leaders who are able to communicate effectively, build strong relationships and influence others cultuvate a more in depth, happier team. Leaders who a high EQ are skilled at networking, negotiating and resolving conflicts, this ability to collaborate and work effectively with others is essential for achieving organizational goals.

EQ is an increasing critical component of effective leadership and one of my passions has quickly become modern day leadership. It allows leaders to understand themselves and others, build strong relationships, adapt to changing circumstances, and motivate their teams to achieve their goals.

B.