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navy SEAL and author that "Taking Point: A marine SEAL"s 10 fail Safe principles for Leading through Change," Brent Gleeson explains why accountability and also trust are key to any company"s success. Complying with is the transcript the the video.

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Brent Gleeson:When an company is working diligently to have accountability as component of its culture, accountability is not simply a top-down strategy. It"s additionally not a an adverse thing. Accountability in an organization when executed properly, actually has a positive influence on morale, efficiency, and also even the profitability and success of an organization. However again, it"s no just about leaders holding their team members and also subordinates accountable, in a really truly accountable company that is successful they have actually a society of upward management and also upward leadership.

Just choose in the SEAL teams, it"s a bit of a misconception friend think in the military it"s always top-down command and control leadership mechanisms, yet in distinct operations, we"ve operated diligently to it is adapted our leadership and also management style to run in what we call a decentralized command model. Wherein we have networks and also teams of really empowered leaders making decision in actual time. Since we"re fighting a an extremely decentralized enemy. But part of that culture is really transparent feedback and communication increase the chain the command.

So for example after every real-world mission, every training scenario, we execute what"s called an after activity review. In the service world, us might speak to that a post-mortem. However the method that we execute it is a bit an ext unique because we leave rank and emotion at the door once we come right into that room to have actually that meeting. The newest person on the team deserve to question the commanding officer about a decision they made. Anybody on the team can make recommendations on how to make improvements, and that after activity review process is part of our discovering culture.

But again it has to be component of your society and it has to be accepted by leaders. And also those leaders have to really encourage upward communication and also upward management. In my last company, one of our core worths or guiding values was everyone has a voice. And I had actually to live that value every solitary day and asking team members, regardless of their rank and tenure around how I deserve to improve as their leader. What can I perform to do your task easier? What deserve to I do to make this work atmosphere better? and being accepting of the feedback and also actually using that feedback and making improvements.

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Trust is very important component of an organizational culture today now more than ever. And trust is often a social factor the is overlooked or not appropriately managed and measured. Yet it has actually an influence for far better or worse, ~ above the financial health of one organization. And also the two locations that trust affects many in any company are productivity and engagement. And according to worldwide Gallup study from last year, employee disengagement is at a whopping 67%. Just 15% of the workforce have the right to be identified as engaged. Leave 18% or what we call actively disengaged. An interpretation they"re working versus the organization. And much more Gallup research reflects that employee disengagement right here in the joined States often times because of low levels of internal trust and also internal accountability and discipline of leadership in organizations price us upwards of 550 exchange rate dollars a year in lost productivity. Therefore one can theorize and conclude the trust is no a quite to have actually a society variable, yet it cd driver the gaue won performance and also growth and also success of any organization.