The Positive Accountability Index™

Ready to Assess Your Leadership Accountability?

Evaluate your effectiveness across the 9-step framework that transforms leaders from operators to owners.

Step 1: Right Person, Right Role

Ensuring you have the right people in positions that match their strengths and capabilities

1Honestly: When you need something done, how often do you actually match the person to the role vs. just assigning it to whoever's available?

Never

I assign based on who's available or who I think of first. Figuring out strengths takes too much time

Sometimes

For big projects I think about fit, but for daily tasks I just assign to whoever can do it

Usually

I try to match strengths most of the time, but when I'm slammed I default to convenience

Always

Even for small tasks, I pause to think "who's best suited for this?" - it saves time in the long run

Step 2: Expectations Are Clear & Confirmed

Ensuring all expectations are crystal clear, documented, and mutually understood

2Be honest: How often do you actually have your team validate understanding by showing you what they heard (even when you're rushed or they're experienced)?

Never

I assume they understand. Asking them to repeat back feels like micromanaging or a waste of time

Sometimes

Only for complex tasks or new people. When I'm busy or they're experienced, I skip this step

Usually

I do this most of the time, but honestly slip when under pressure or with people I trust

Always

Every single time, even with senior people and even when I'm rushed - I've seen too many misunderstandings to skip this

Step 3: Agreed Consequences for Missed Expectations

Establishing mutual agreement on what happens when expectations aren't met

3How well do you establish agreed-upon consequences for missed expectations?

No Clear Consequences

Consequences are never discussed upfront and I handle missed expectations reactively

Implied Consequences

People generally know there will be consequences but they're not specifically agreed upon

Usually Discuss Consequences

I typically establish consequences for important expectations but not always for everything

Always Agree on Consequences

I consistently establish and gain agreement on specific consequences before expectations are set

Step 4: Follow-Up Plan Locked In

Creating detailed plans for monitoring progress and checking in on commitments

4How detailed and consistent are your follow-up plans for tracking progress?

No Formal Follow-Up

I rely on people to update me and don't have scheduled check-ins

Ad-Hoc Follow-Up

I check in when I remember or when issues arise, but it's not systematic

Regular Check-Ins

I have scheduled follow-ups for most important items but sometimes miss or reschedule

Detailed Follow-Up System

I have specific, scheduled follow-up plans for every expectation and commitment

Step 5: Course-Correct Quickly

Making rapid adjustments when things aren't going according to plan

5Reality check: When you see someone missing expectations, how quickly do you actually address it (not just think about addressing it)?

Never

I notice but keep hoping it will fix itself. Confrontation is uncomfortable and maybe they'll figure it out

Sometimes

I address it when it becomes a big problem, but I let small stuff slide hoping it won't happen again

Usually

I generally speak up within a few days, though I sometimes procrastinate on difficult conversations

Always

Same day or next day at latest. I've learned that small issues become big problems if I wait

Step 6: Show Up Consistently

Being present, engaged, and reliable in your leadership role

6How consistently do you show up and stay involved with your team?

Inconsistent Presence

My involvement varies greatly and team members don't know when I'll be available

Show Up When Needed

I'm available for crises and important meetings but not always engaged day-to-day

Generally Consistent

I maintain regular involvement with occasional lapses due to competing priorities

Always Present & Engaged

I consistently show up with reliable presence and engagement my team can count on

Step 7: Clarify Before You Assume

Seeking understanding and confirmation rather than making assumptions

7How often do you clarify understanding rather than make assumptions?

Often Make Assumptions

I frequently assume people understand or are on track without checking

Sometimes Clarify

I ask questions when something seems obviously wrong but often assume things are fine

Usually Seek Clarity

I regularly check for understanding and clarify most situations before assuming

Always Clarify First

I consistently seek clarification and confirmation before making any assumptions

Step 8: Celebrate What's Working

Recognizing and acknowledging good performance and positive outcomes

8How well do you recognize and celebrate good performance?

Rarely Recognize Success

I focus mainly on problems and rarely acknowledge when things go well

Occasional Recognition

I acknowledge major wins but often miss smaller successes and daily good performance

Regular Recognition

I generally recognize good work and celebrate successes with some consistency

Consistent Celebration

I actively look for and celebrate both big wins and daily examples of good performance

Step 9: Missed the Mark? Restart at Step 1

When outcomes aren't successful, returning to evaluate if you have the right person in the right role

9When expectations aren't met, how systematically do you restart the accountability process?

I Don't Know What the Accountability Process Is

Honestly, I'm not sure what a systematic accountability process looks like or how to restart it

Keep Trying Same Approach

I tend to repeat the same expectations and consequences without changing my approach

Make Minor Adjustments

I tweak expectations or consequences but don't systematically review the whole process

Review Most Elements

I generally reassess expectations and approach but don't always go back to role fit

Complete Process Restart

I systematically restart at Step 1, questioning role fit and rebuilding the entire accountability framework

Your Positive Accountability Index™ Results

Leadership Effectiveness Score

Get Your Personalized Leadership Development Plan

Enter your details to receive your detailed action plan for mastering all 9 accountability steps:

You'll receive:

• Step-by-step action plan for each framework step
• Leadership accountability templates
• Weekly office hours with expert guidance
• Transform from operator to owner guide
• Comprehensive leadership development resources

By submitting the form you agree to our Privacy Policy.