What is proactive accountability and how does it affect achieving results

The English-Croatian dictionary states that Accountability means responsibility. However, the word Responsibility also translates to responsibility. Thus, according to the dictionary, Accountability and Responsibility have the same translation. But are they two identical words?

How do we actually define accountability? When do we even talk about accountability? In practice, the question of accountability is most often raised in relation to something that has already happened, and most often when something has gone wrong. Accountability is less frequently mentioned in a positive context. Supporting this is an interesting interpretation of accountability that I found online: to accept a duty and be aware that in the event of failure in a task or job, consequences are borne.

We can agree that the above definition sounds quite negative, especially the part relating to possible consequences. This definition is a typical example of the classic negative view of accountability. Who would willingly want to deal with accountability? In this case, we are talking about the concept of Responsibility. It is the accountability that someone else gives you. It is something that someone else transfers to you. It is something that falls upon you. It is the accountability that is raised when things go wrong, the so-called punitive view of accountability. However, raising the question of accountability when everything is already done makes little sense.

Fortunately, there is another type of accountability that comes from the word Accountability. This is the accountability you take on voluntarily. It is accountability that cannot be imposed on you by anything. This type of accountability cannot be shared among multiple people, unlike Responsibility. The Accountability type of responsibility has positive associations. When we started dealing with this topic in the Croatian market a few years ago, we encountered the problem of translating the word Accountability. We simply could not accept the translation “responsibility” due to its negative connotation. We decided to add the prefix “proactive”. Thus, the translation of the word Accountability became proactive accountability.

The first key thing is personal choice. Proactive accountability cannot be imposed on anyone. It is a personal choice! The second thing is rising above current circumstances that are often not as we would like them to be. Engagement means consciously taking action of your own will. Becoming part of the situation. Finding the answer to how we are connected to the problem and/or its solution.

Now that we know the difference between proactive accountability and responsibility, we already recognize that there is a part of employees in organizations who constantly remain in the “mode” of proactive accountability. However, the question arises as to why the rest of the organization would predominantly take up residence in the “mode” of proactive accountability when they can simply continue to “do their job” and “not rock the boat”. The answer to that question lies in creating and nurturing an organizational culture of achieving results. In such a culture, employees voluntarily, by their personal choice, transition from the area of “doing the job” to the area of “achieving results”.

Mario Buljan, Director and Business Trainer – Vrata znanja d.o.o. – www.proaktivnaodgovornost.eu

About the Author:
Mario Buljan is the director and a certified business trainer and consultant for the implementation and development of a proactive accountability culture. After more than 20 years of work experience across a wide range of jobs and projects, Mario, an economist by profession, is the founder of the company Vrata znanja and the initiator of the DOOR Training International branch in Croatia, one of the leading global organizations focused on the development of business skills, as well as the company Partners in Leadership, the world leader No. 1 in the field of developing a proactive accountability culture. He has years of experience in delivering training in various business areas and a large number of satisfied participants. He is certified to deliver a wide range of training in sales, negotiation, leadership skills, creativity, as well as many other personal development skills. Among his specialties, Mario successfully helps HR managers master the skills of measuring the impact of education on the organization to demonstrate visible and measurable results. He successfully operates in the area of developing positive changes in organizational cultures, is certified for processes establishing a proactive accountability culture, with the aim of helping clients achieve key organizational results. So far, he has successfully worked on the implementation of processes with the management and leadership of several leading companies in Croatia.