Accountability and performance
In your career, you may have had experience with a low-accountability team. Low-accountability teams can be recognized based on their tendency to shift blame, avoid addressing issues within the team, and escalate most problems to their manager. In low-accountability teams, it is difficult to determine the root of problems, failures are met with apathy, and managers have to spend much of their time settling disputes and addressing performance. Members of low-accountability teams believe it is not their role to resolve disputes and instead shift that responsibility up to the manager, waiting for further direction. These teams fall into conflict and avoidance deadlocks, unable to move quickly because they cannot resolve issues within the team.
On the other hand, high-accountability teams are characterized by having members that are willing and able to resolve issues within the team. They take responsibility for their own actions and hold each other accountable...
