Simply Performance Management

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Let’s face it.

Most leaders have been there.

The quarterly targets are looming, progress feels slow, and the answer seems to be:

"Let’s schedule another meeting."

So, you sit through it.

Another hour of your life you’ll never get back.

Another endless debate with no resolution.

Another attempt to shift responsibility.

It’s exhausting.

Achieving business results doesn’t have to look like this.

In fact, the most effective leaders don’t rely on more meetings, office politics, or the blame game.

They leverage accountability.

It’s the key to cutting through the noise, driving results, and building trust.

And I'll show you how to use it.

To make this actionable, we’ll use the 5 Whys Framework.

Why Accountability is Often Missing

When business results falter, teams tend to ask surface-level questions like,
​"Why aren’t we hitting targets?"

The real problem is:
They stop digging too soon.

The 5 Whys Framework forces you to go deeper.

It’s a simple tool:
Keep asking "Why?" until you uncover the root cause.

And it works wonders for building accountability.

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How the 5 Whys Uncover Accountability Gaps

Some years ago, I used this approach to address customer complaints about service delays.

Here’s how I broke it down:

1. Why are customers complaining?​
   Because service requests are delayed.
2. Why are requests delayed?​
   Because the response teams aren’t reaching customers on time.
3. Why aren’t response teams on time?​
   Because scheduling and routing are inconsistent.
4. Why is scheduling inconsistent?​
   Because no one owns the process.
5. Why does no one own the process?​
   Because accountability hasn’t been clearly defined.

The root cause wasn’t inefficiency. It was a lack of ownership.

The Power of Accountability

When I identified the root cause, the solution was clear:

• Assign a leader to own the scheduling process
• Define their responsibilities and empower them to act
• Set metrics to track success and hold them accountable

Within 4 weeks:

• Customer complaints dropped by 39%
• Service response times improved by 52%
• Team morale increased because expectations were clearer

How You Can Apply the 5 Whys

1. Start with a challenge:​
   Pick one frustrating issue holding your team back.
2. Ask "Why?" 5 times:​
   Keep peeling back the layers until you reach the real issue.
3. Identify the accountability gap:​
   Who owns the problem? Who should own it?
4. Take action:​
   Assign clear roles, set expectations, and measure progress.

Accountability isn’t a burden. It’s a mindset.

It’s doesn't require micromanaging or pointing fingers.
But empowers people to take ownership, and gives them the tools to succeed.

When everyone knows their role and steps up, something incredible happens:

• Meetings become fewer
• Decisions become easier
• Results speak for themselves

So, the next time your team feels trapped:

• Ask "Why?" 5 times
• Find the accountability gap
• And empower your team to close it

Ready to build accountability into your leadership

Let’s connect via LinkedIn and continue the conversation.

See you next Thursday!✌

Iyetule Abobare

Find me on:

LinkedIn, or

Book a one-on-one call

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