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Competency 3

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Competency 3

In the ever-changing realm of organizational management, the notion of an

accountable culture and effective leadership plays a pivotal role in navigating transitions.

Accountable headship molds organizational dynamics, especially in navigating change. The

case study of Stellar Bank, along with an introspective leadership self-assessment, offers vital

enlightenment to explore the facets of accountable culture, the involvement of leadership in

cultivating and nurturing an accountable culture, Kotter’s change model and its relation to

organizational change, and reflection on individual leadership strengths and aspects for

improvement.

The Concept of Accountable Culture

An accountable culture in an organization encompasses a mutual commitment to the

achievement of objectives and a readiness to embrace responsibility for actions and

consequences. This cultural attribute is indispensable for an organization’s ability to adapt to

change. It fosters a sense of proprietorship and responsibility amongst staff members. For

Stellar Bank, cultivating this accountable culture was important in overcoming the hurdles of

shifting towards a hybrid working approach. An absence of accountability initially

contributed to decreasing efficiency and a decline in group success, as evidenced by

employees and supervisors like Tom, who grappled with the new work configuration (Stellar

Bank Case Study, nd). Yet, as Heather introduced a performance appraisal system

specifically designed for remote personnel, combined with scheduled updates and goal-

setting indicators, there emerged a noticeable improvement in team effectiveness. This

progression toward accountability steered determinations, confirming that actions

corresponded with the bank’s principles and aims. Simultaneously, it facilitated

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communication as workers sensed more significant connection and responsibility concerning

their duties, engendering a more unified and potent professional atmosphere.

The Role of Leadership in Establishing and Fostering an Accountable Culture

Leadership plays a critical role in establishing and fostering an accountable culture

within an organization. In the case study, Heather, the bank manager, demonstrated key traits

of accountable leadership. She actively listened to employee concerns, validated their

feelings, and took decisive actions to address the challenges of the hybrid work model. For

instance, Heather’s decision to implement a performance evaluation system and regular

check-ins exemplified her commitment to accountability. She also scheduled meetings with

the HR department to develop a clear disciplinary process, reinforcing the importance of

aligning behaviors with the organization’s values. Furthermore, Heather encouraged open

communication by conducting training sessions and one-on-one meetings, which helped in

addressing conflicts and concerns promptly (Stellar Bank Case Study, nd). These actions not

only promoted accountability but also built trust among employees, crucial for the successful

implementation of the change initiative.

The Kotter’s Change Model

Kotter’s change model, a framework for managing organizational change, involves

eight steps, that is, establishing a sense of urgency, forming a powerful coalition, creating a

vision for change, communicating the change vision, empowering broad-based action,

generating short-term wins, consolidating gains and producing more change, and anchoring

new approaches in the culture (Salman & Broten, 2017). In the Stellar Bank case study,

several of these steps were evident. Heather established a sense of urgency for the change due

to office space limitations and the need for a better work-life balance. She formed a coalition

with the leadership team and created a vision for the hybrid work model (Stellar Bank Case
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Study, nd). However, there were gaps in communicating the vision effectively and

empowering broad-based action initially, as seen in the resistance from managers and the lack

of a cohesive policy for remote work. The most critical step for this initiative was

‘empowering broad-based action.’ Heather’s efforts to provide training sessions on time

management and effective communication and her implementation of a performance

evaluation system were crucial in empowering employees to adapt to the new model. These

actions helped overcome resistance and ensured that the change was more deeply rooted in

the organization’s culture.

Self-Assessment

Based on my self-assessment results, taking ownership of my decisions and actions is

a standout strength for me, as indicated by my score of 5. This trait manifests in my

willingness to accept responsibility for both successes and failures, which significantly

impacts team morale and trust. For example, in situations where a project did not go as

planned, my ability to own up to mistakes and learn from them fostered a culture of honesty

and continuous improvement, encouraging others to do the same.

On the other hand, areas where I scored lower, such as setting clear and achievable

goals for myself and my team, impacted my leadership effectiveness. Perhaps there have

been instances where unclear goals led to confusion or misalignment within my team,

affecting project outcomes and team cohesion. This resulted in missed opportunities for team

success and growth.

To sustain and reinforce my strong sense of ownership while improving goal setting, I

plan to implement specific strategies like SMART goal planning to ensure clarity and

achievability. I will regularly revisit and adjust these goals with my team to help me maintain

focus and alignment. Additionally, I will continue to model accountability, especially during
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organizational changes, to reinforce a culture of trust and responsibility. By combining clear

goal setting with my natural inclination to take ownership, I can further enhance my

effectiveness as an accountable leader.

In conclusion, the exploration of accountable culture and leadership within the context

of organizational change, as exemplified by Stellar Bank’s transition to a hybrid work model,

underscores the significance of these concepts in driving successful change initiatives. The

case study and self-assessment highlight the crucial role of leadership in fostering

accountability, setting clear goals, and maintaining open communication. These insights not

only provide a framework for understanding the dynamics of change management but also

offer a personal roadmap for enhancing leadership effectiveness. Embracing the principles of

accountable leadership, such as ownership of actions and clear goal setting, is essential for

navigating the complexities of organizational change and fostering a culture of continuous

improvement and success.

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References

Salman, Y., & Broten, N. (2017). An Analysis of John P. Kotter’s Leading Change. Macat

Library.

Stellar Bank Case Study. (n.d.). Growing Pains at Stellar Bank. Source Provided.