Why Most Accountability is Ineffective in the Long Term – And What Really Works

The short answer: Most accountability focuses solely on changing behavior, not mindset.

Let me explain with an example. Recently, a coach emailed me asking for my perspective about one of his athletes who was suspended for a week due to inappropriate comments directed at a female coach. The immediate reaction from the team and community wasn’t focused on the severity of the behavior. Instead, a debate arose: Was the punishment fair? Some believed it was; others felt it was excessive.

The fact that people were debating the fairness of the punishment suggests an opportunity was missed.

The real questions people should have been asking are: What’s going on here? How can this be a teachable moment? Instead, the accountability effort focused exclusively on sending a message about what wouldn’t be tolerated. While it’s crucial to maintain high standards, the opportunity for true transformation—where the athlete learns, grows, and shifts their perspective—was lost because the focus was only on behavior.

Leaders, especially coaches, who focus solely on behavior modification often root their accountability measures in fear and punishment. They make a rule about a behavior, and when someone breaks the rule, they:

• Become outraged and frustrated that an athlete would do such a thing.
• Yell, blame, and shame in an effort to force behavior change.
• Threaten consequences if behaviors don’t change.
• Punish individuals for failing to change.

You can enforce rules to regulate behavior and punish people for breaking them, but you cannot impose rules on what someone believes. And yet, it’s those underlying beliefs that drive behavior.

Traditional accountability methods may bring short-term compliance, but they fail to inspire lasting change. They don’t address the mindset that fuels the behavior, nor do they help individuals explore the deeper reasons why they aren’t meeting expectations.

Transformational discipline—the kind of accountability that leads to long-term change—goes beyond behavior management. It fosters a shift in mindset, driven by genuine care for the individual, not fear of punishment. So how do you achieve this?

Step 1: Get curious about why someone isn’t changing their behavior.

As Jennifer Garvey Berger says in Changing on the Job, “In order to be a good help on someone's journey towards transformation, you need to understand the world as they see it, not as you see them."

Step 2: Ask questions to understand the root cause.

Instead of asking, "Why did you do that?" try asking, "What do you think about your actions there?" Exploring their reasons and “excuses” is key to understanding their current mindset.

Step 3: Guide individuals to self-reflect on the natural consequences of their actions.

Encourage them to reflect on the consequences—intended or not—of their behavior on both themselves and those around them. Raising awareness of these outcomes can spark a deeper desire for change. Transformational discipline cultivates a new desire for change—one where individuals do the right thing not out of compliance or fear, but because they understand and believe in its value. They see how these behaviors help them reach their goals and become the person they aspire to be.

Step 4: Enforce consequences that are solution-based and go beyond punishment.

Instead of focusing solely on punishment, ask the individual (and yourself), “What are some potential solutions or steps you can take to address this problem?” True transformation doesn’t come from controlling behavior; it comes from understanding why the behavior occurs and then taking steps to change it for good.

Should We Work Together?

I’m a certified executive coach and facilitator, specializing in team culture, leadership, and character development in sports since 2017. I consult with teams, athletic departments, clubs, and NGBs committed to improving their coaches and developing team culture. My consulting packages include online courses for coaches, on-site facilitation, and 1:1 coaching for leaders. Also, I often speak at conferences for coaches and administrators. If you’re interested, reach out to see if you’re a good fit for TOC.