The month of July signals the time of the year when mid year performance updates are conducted. The heat is on in more ways than one. It's time to evaluate your results compared to the goals that were determined for 2005. If your organization does not have a formal half way point evaluation process, I highly encourage you to conduct your own update for the year and provide the boss with a copy.

Whether there is an existing process to follow or you have to create one, you are either on track, ahead, or behind with your goals. If it appears that you will accomplish what you said you would achieve by year end, take a moment to celebrate.

Next, take some time to consider what additional responsibilities you can sign up for to continue demonstrating your leadership value. Remember the golden rule about volunteering for extra work. Only choose those areas where you know you can make am impact and provide value. Everything else is just busy work and won't be as effective if your goal is to be viewed as a leader within the organization.

If you are behind on achieving your year end goals, approach the situation by first determining where you dropped the ball. Let's face it, no matter what the reason is for non completion of the goals, the ball was in your court to get the results. No excuses. That is the first rule of accountability. You are responsible for delivering agreed upon results. Make sure you learn from any distractions that may have occurred. Next, determine how far off the mark you are with reaching your year end goals. Determine what resources you need to get back on track. Put a new plan in place that will ensure success.

Finally, engage a dialogue with the boss through your mid year update that positions you as the leader of choice for your team or department. If you need help with your position statement or how to frame the conversation, give me a call. We could also spend time ensuring that you are prepared to reach your goals, and possibly even exceed them.

A true leader is someone who has a vision and takes accountability for seeing the vision fulfilled. As you work to develop your leadership skills, I highly recommend that you also evaluate your history of taking accountability. Are you a person of your word? In order for people to view you as a viable leader, they need to be able trust you.

Trust means that they believe you will do what you agree to do. Trust also means knowing that if the situation changes, you will provide timely updates. Demonstrating individual accountability shows up in the following ways:

• Accepting responsibility for your mistakes and going out of your way to make sure the situation is resolved
• Following through on all commitments at all times
• Communicating in a manner that is engaging and not isolating of others
• Doing your best at all times to ensure the project or task is completed at the highest level of performance

Leaders are also adept at getting things accomplished through others. Leaders support the best in others and work diligently to help others reach their goals. To that end, leaders take accountability for ensuring the success of others. Do people view you as a valued resource? If you desire to be a leader of choice, people need to know they can count on you in the following ways:

• Creating opportunities when you get recognition for your accomplishments to publicly thank those that supported you
• Your integrity, intentions, and actions are consistent and align with the behaviors that are valued within your organizational culture. In other words, you walk the talk at all times.
• Being willing to challenge the status quo when the behaviors of others are out of line with the values of the organization. To be accountable in this area means doing your part to ensure fairness.
• Taking responsibility for ensuring that any element of work under your control is equitably divided and completed at a high level of performance

Leaders that are accountable actively work to leave a legacy that inspires others to action. These type of leaders are not one hit wonders. There is a proven track record of accountability that follows them from position to position and from organization to organization. They champion the creation of the work environment where people can grow and evolve.

Accountable leaders are catalysts for change when the change will help the organization reach the next level of performance. Change is embraced with courage and risk is viewed as a necessary element of growth. Leaders who desire to make an impact must be willing to touch upon areas that previously may have seemed untouchable.

As you evaluate your leadership skills, make sure you are also evaluating how well you stack up in the areas of accountability that are listed in this article. If after conducting an honest assessment you find out that you don't quite measure up to expectations, just remember that it is never too late to create any needed changes in your behaviors. If you would like to talk further on how you can improve your accountability as a leader, give me a call.

Deborah Chambers Chima is passionate about assisting her clients with achieving their professional goals. Prior to launching her consulting and coaching firm, she achieved an award winning, twenty four year tenure in corporate management in the retail industry, in both international and domestic markets. Her clients appreciate her attention to detail and her desire to assist others in improving their productivity.

To learn more about Deborah, please visit her website at www.chambersconsult.com.