Accountability Training

Carolyne French

By Carolyne French, Head of Program Learning,
14 March 2024

Thinka’s ‘Drive Accountability’ Workshop

Accountability isn’t new. In the days of old, if there was just one soldier who broke the battle line, it could mean life or death. While we’re not fighting battles in workplaces, people still need to be accountable to expectations, goals and outcomes. It is the leader’s responsibility to make sure these are clear and that each person is contributing their share.

What leaders will explore

  • ‘Above the line’ and ‘below the line’ thinking
  • The link between clarity and accountability
  • Real-time check ins and feedback
  • Resistance, stubbornness and ‘blindspots’
  • Peer to peer accountability: empowered teams

What leaders will apply

  • A technique for instilling self-accountability
  • An ability to clarify expectations, goals and outcomes
  • Checking-in and following up with feedback
  • Strategies for getting to the actual truth
  • Safe culture for teams to hold each other accountable
Workshop Purpose

Accountability is becoming increasingly important for leaders to manage teams in a complex, hybrid world of work. This training helps leaders establish a culture of accountability, build trust with their teams, and support the delegating of tasks with clear expectations. When leaders role model accountability and expect it from their teams, it helps with collaboration, problem solving and crucial conversations. This helps leaders develop greater influence so they can build high-performing teams who care about results.

Working with hybrid organisations across Australia, we know that skills like accountability are important to leaders and teams. Here are some reasons why:

  1. Rise of ‘human skills’: More and more, organisations are helping employees develop both technical skills and soft skills. Leaders are engaging in more candid conversations about behaviour and accountability. Establishing clear expectations and guide rails will help leaders coach and give feedback to team members and manage conversations around behaviour. 
  2. Technology and rise of AI: Advancements in technology and the way we work will automate more manual work, changing job roles and what organisations consider valuable. Leaders with a highly-developed sense of accountability, who step up when required and take responsibility, will become increasingly desirable. 
  3. Complex world of work: Living in a ‘VUCA’ (volatile, uncertain, complex and ambiguous) environment means that leaders will need to give confidence and assurance to their teams constantly, without micromanaging. Accountability techniques help leaders present a clearer picture for their teams so they understand priorities and can self-manage their workflows. 
  4. Role clarity: Because the lines are more blurred in modern workplaces, employees will continually need role clarity and tasks defined. Employee accountability training gives leaders an edge in dealing with conversations related to role clarity and finding agreement on tasks, so outcomes can be achieved. 
  5. A ‘culture of busy’: Skills in accountability can help leaders establish their rights while respecting the rights of other parties, so they are not overburdened by tasks and responsibilities. A communication style that is more self-assured can help leaders manage issues like overwhelm and possible burnout.

Overall, skills in accountability can help leaders navigate these challenges and build trust with their teams, their superiors and business stakeholders. With Employee Accountability Training, coaching sessions, and support from peers, leaders can set expectations and hold people to tasks and responsibilities with greater ease.

Workshop Benefits

With the help of an Accountability Training Program, skills that leaders can put in place to enhance performance include:

  1. Communication: Leaders who focus on accountability set firm expectations and healthy boundaries with their direct reports. Leaders understand the kinds of communication styles people might use to avoid accountability and know how to manage them out of these behaviours to move them toward higher performance. 
  2. Self-confidence: New situations, projects and ever-changing work environments call for strong accountability from leaders. They are better equipped to support team members when they can set up tasks clearly, articulate problems, and identify solutions. Leaders who can demonstrate personal accountability for their own actions, as well as the team’s results, can make a big difference to the self-confidence of their direct reports as well. 
  3. Relationship management: Accountability involves the ability to recognise and regulate one’s own emotions and maintain healthy relationships with others. Leaders can improve this by engaging in positive body language and making eye contact, while they communicate their needs and expectations clearly. 
  4. Perspective taking: Conflict can arise when there are different perspectives in the workplace, but leaders who are skilled in accountability and teamwork can navigate this. Leaders who stay calm and objective in situations and look for the ‘win-win’ have a greater impact on workplace culture and get results. 
  5. Decision making: When leaders communicate decisions in a positive way while considering the rights of others, they get better buy-in. Leaders can build this capability by weighing up both positive and negative impacts of a decision and by being ‘clear but kind’. This is different from micromanaging, as it focuses more on ‘direction-setting’ – while still allowing direct reports to have autonomy in the ways they work.

By developing capability in accountability, leaders can grow their interpersonal skills and manage people, projects and performance with greater ease.

Workshop FAQs

What is Accountability Training?

Our Accountability Training Sessions are specifically designed for leaders to boost self-esteem and develop skills in expectation-setting and management skills. It aims to provide participants with the strategies, tools and resources to apply their learning and lead with greater confidence. Our experienced facilitators have worked with many Australian leaders on professional development and accountability and will share case studies and stories to help your leaders.

Why should my organisation offer Accountability Training?

Being part of Accountability Training can help leaders become more confident, leading to enhanced rapport with their teams and greater job satisfaction. It can also help learners to break through barriers that might otherwise hold them back, such as having crucial conversations or establishing metrics with their teams. The workshop experience is designed to help leaders learn from each other and see how they might support each other to grow emotional intelligence and behaviours in accountability.

Who can attend Accountability Training?

Accountability Training is designed for leaders. The skills we focus on encourages clear and straightforward communication that helps them engage in expectation-setting, task-assignment and goal setting with their teams. However, this training can be easily customised for team members and middle to upper management as well.

Is Accountability Training only available in person?

We deliver a lot of in-person workshops but Accountability Training can be delivered in an in-person, virtual or hybrid format; depending on the organisation’s set-up. It is typically made up of strategies, discussions and a series of activities to support on the job application.

The training can be complemented with small group or one-on-one coaching sessions with a Thinka coach. Coaching plays an important role in challenging old behaviours and supporting leadership development in each of the participants. Organisations might also opt for a blended program that makes use of an online course and other forms of media as well.

Workshop Case Study

Capability Development Workshops with Altogether Group


1. What was the objective?

Altogether Group were looking to run a selection of capability-building workshops across two streams; teams and leaders. The objective was to uplift human skills in critical areas across the business such as employee motivation, priority-setting, communication skills, and accountability.

2. How did we do it?

Thinka delivered ‘Set Priorities’ and ‘Master Communication’ to the team member audience across two deliveries of each skill, allowing a larger cohort to attend the workshops. ‘Drive Accountability’ and ‘Lift Motivation’ were delivered once to a smaller group of leaders within the business. Each workshop was a two-hour virtual delivery and included a range of engaging activities and self-assessment tools to embed the learning in the workplace.

3. How was it integrated and what were the results?

Participants left with the tools and knowledge they needed to improve in each capability area. Feedback from both cohorts indicated that participants felt stronger and better able to apply specific strategies to enhance work performance and build healthier relationships. This has had a positive impact on workplace culture and business results.

I really enjoyed looking at the 'ladder of accountability' and 'cycle of blame'. It was so interesting to see how despite learning about blame and accountability, it is an ingrained pattern or belief system that can be tricky to change.

Drive Accountability participant, Sovereign Hill

Workshop Outline

Delivery Options

In Person Workshop

Virtual Workshop

See Demo

Key Outcomes

1. Leaders who can recognise when they’re ‘below the line’.

2. Leaders who know how to instil this thinking in team members.

3. Leaders who can drive accountability through check-ins and feedback.

4. Leaders who know how to help team members uncover ‘blind spots’.

5. Leaders who can create a culture of ‘peer to peer accountability’.

Target Audience


Learning Approach

Experiential and application based learning

Workshops to pair me with:

Deliver Feedback

It’s never personal and always about team

Feedback Skills Training

Apply Coaching

Good coaches are human and know what it means to be human.

Develop Leaders’ Coaching Ability

Our in-person workshops maximise opportunities for robust conversation, experiential activities and intensive group work. This is no ‘death by PowerPoint’ experience – our facilitators are skilled in presenting and leading immersive experiences that get the most out of people. Supported by multimedia, attractive takeaway pages and practical strategies for using back on the job – our in-person workshops build a formidable bridge between exploration and application. We have a 10 person minimum for an in person workshop.

Our virtual workshops breathe fresh life into the online experience with their almost ‘radio show’ feel. Our expert facilitators use a combination of multimedia, questioning techniques and break out activities to target micro-skills – with a focus on application. Supported by an online platform hosting custom-built workshop materials, participants can be assured of a lively, dynamic session that has a distinct bias to action. We have a 6 person minimum for a virtual workshop.
This audience includes ‘middle management’ leaders who support team members in capability building. The skills are geared toward increasing leadership effectiveness and driving performance in team members in modern work contexts. These skills are flexible and built to grow with individuals as they evolve in their leadership journeys.

Thinka believes that every learner needs to walk away being able to do something differently once they’ve engaged in a learning solution. The real power is in every individual applying their learning. Our behaviour-based methods, supported by the latest research, are key to making the steps for change relevant and realistic.

Thinka supports with methods like storytelling, experiential activities or rich questioning, but ultimately, we know the integration between solution and real world is the most crucial part of the learning experience. That is why we look for ways to ‘build a bridge’ between the solution we provide and what happens back out on the job.

Whether it’s an application template, a set of strategies, some tips or a ‘how to’ model – we work hard to provide every learner with not just information but the tools they need to make a real difference.