"HOLD PEOPLE ACCOUNTABLE!" Really ?

Have you ever heard "HOLD PEOPLE ACCOUNTABLE!"? Have you ever said to someone: "I WILL HOLD YOU ACCOUNTABLE"? If 'no', then you must have heard a softer version: "HOLD EACH OTHER ACCOUNTABLE".

Meaning Of The Phrase
When I ask, what do you mean when you say 'hold people accountable'?" people provide me with long, wordy platitudes, tautologies, and truisms. Because they intuitively or implicitly know that societal meaning embedded in the phrase "Hold People Accountable" is socially not well accepted in collaborative society.

Listener Defines Meaning of Words
At dinner, I was having a conversation with a manager who takes pride in the principle of "holding people accountable," The manager said my people do not perceive it as "l will beat you up". I turned to her reports instantly and after some probing, they said that's exactly what they feel: FEAR.

We Assume Systems Are Perfect
The idea of holding people accountable stems from a particular mental model. This model assumes that the systems in which people operate are functioning perfectly. So, when outcomes don't meet expectations, the blame is placed on individuals, implying they lack the necessary skills or commitment to get things done.

Anti-Systems Leadership
Recognizing these systems requires a special ability to think in terms of systems. When we become blind to systems, all we see are people and outcomes. The only action left is to hold individuals accountable for the results, without seeing the context and systems they operate in.

Holding People Accountable Can Cause Damage To Systems Itself
The tendency to overlook systems and focus solely on "holding people accountable" leads to further damage to those invisible systems. Well-meaning people end up taking actions that harm these systems in their efforts to achieve results because accountability is focused on outcomes, not on values or behaviors.

You Are Copying What You Have Observed
People tend to follow the principle of "holding people accountable" rather than "holding systems accountable" for several reasons. First, they are imitating the management practices of their superiors. They believe if their manager have been successful by holding people accountable then it should be right method.

Intention necessary condition not sufficient
As the saying goes, the road to hell is paved with good intentions. If you continue to design techno-social systems solely from an analytical perspective, regardless of how well-intentioned you may be, you will inevitably find yourself becoming the kind of manager you never aspired to be.