Accountability: Being accountable and passing on accountability for one's own actions and those of colleagues and the organization.
adheres to deadlines and appointments
is transparent when he anticipates problems or errors
delivers work on time and as agreed
takes responsibility for mistakes
continues to work effectively without losing sight of quality standards
keeps to agreements that have been made
takes responsibility for his own behavior and the related results
comes to the colleagues' rescue if problems arise or mistakes are made
clearly communicates to stakeholders when deadlines and agreements cannot be fulfilled
acts in accordance with the organizational and quality standards
explains his/her motives for important decisions
takes personal responsibility for his mistakes or those of the department
supports colleagues in an appropriate manner when he delegates tasks
ensures that colleagues come to each other's defence when mistakes are made
shares his quality standards and norms with interested parties
is a role model for others in terms of reliability and integrity
is accountable towards stakeholders for the activities and actions of the organization
takes personal responsibility for his actions, those of his department and the entire organization
ensures that the organizational culture is one in which taking responsibility for personal activities and the actions of others is very important
ensures that departments and team step into the breach for one another when mistakes are made
Accountability can be easily developed if the candidate has a more than average score (7,8,9) on the drives Conformity, Responsibility & leadership and Self-esteem
Can you name an example of a major problem within your department or organization that you were not initially involved in, and for which you still took responsibility to ensure that everything was resolved? What did you do? Who did you involve in it? How was the problem resolved?
Did you consciously deviate from an important agreement or rule? What was going on? How did you communicate that to the stakeholders? On what basis did you make that choice? What was the result?
Do you take initiative to talk about your ideas? What initiative exactly?
Inform the employee what is about to happen
Encourage employees to make a plan of action and to stick to it
Encourage the employee to consider (both positive and negative) consequences of a decision
Practice taking responsibility yourself.
Make sure the limits of your responsibility are clear.
Talk with the candidate about responsibility. What is his exact idea of it? In what situation does he regard being responsible as appropriate? In which situations does he think that he acted responsibly? Find out what the limits are of what he considers to be feasible and what just no longer is acceptable.
Discuss with the candidate the effects of less responsible behavior in his environment and allow him to reflect on this.
Practice a situation where his responsibility is put to test. Do not make it easy for the candidate. Discuss afterwards what he thought, how he felt and why he acted the way he did.

FAQs

Being accountable and passing on accountability for one's own actions and those of colleagues and the organization.

  • Can you name an example of a major problem within your department or organization that you were not initially involved in, and for which you still took responsibility to ensure that everything was resolved? What did you do? Who did you involve in it? How was the problem resolved?
  • Did you consciously deviate from an important agreement or rule? What was going on? How did you communicate that to the stakeholders? On what basis did you make that choice? What was the result?
  • Do you take initiative to talk about your ideas? What initiative exactly?

  • adheres to deadlines and appointments
  • is transparent when he anticipates problems or errors
  • delivers work on time and as agreed
  • takes responsibility for mistakes

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