Are you someone who keeps their promises? Prove it.

Early in my career, when I was leading at KLIFE Ministries, I fell into a tough realization: We weren’t getting the results our team—and those we served—deserved.

I had a dedicated team. They worked hard, they cared deeply, and they showed up every day. But something wasn’t clicking. Our progress stalled, frustration grew, and despite our best efforts, we weren’t making the kind of impact we knew we could.

So, I did what every leader should do in moments like this: I took a hard look in the mirror. Instead of blaming circumstances or outside forces, I asked myself, What am I doing—or not doing—that’s getting in the way of my team’s success?

That period of reflection reshaped the way I lead. I renewed my commitment to improving my leadership and serving my team in a way that removed roadblocks, clarified expectations, and reinforced accountability—not through micromanagement, but through clear, structured follow-through.

That’s the thing about commitment. It’s not just about setting goals—it’s about proving, every day, that you’ll follow through.

And the best way to do that? Accountability.

Without accountability, commitment becomes wishful thinking. Too much, and it turns into micromanagement. Too little, and nothing changes. The right balance creates trust, ownership, and results.

In this blog, I’m breaking down the Six-Step Accountability Framework, a practical process for reinforcing commitment—without over-managing your team or getting stuck in endless excuses.

Commitment isn’t just about making a promise. It’s about proving, over time, that you’ll do what it takes to keep it. It’s what separates good intentions from real actions and real results. 

Accountability: The Missing Link in Disengaged Workplaces.

Organizations worldwide talk a good game about accountability, but in practice, it’s one of the most significant gaps I see when I’m asked to speak and facilitate. Leaders know it’s essential, yet they either avoid it entirely or weaponize it into micromanagement. Both backfire into disengagement.

I once worked with a leader who had eight direct reports. Seven were engaged, reliable team players. But one? He consistently showed up late, turned in poor work, and had a bad attitude. You’d think his teammates would have been frustrated with him. But when they finally voiced their concerns, their frustration wasn’t directed at him—it was at their leader.

Why? Because by failing to hold one person accountable, no one was really being held accountable.

When accountability is lacking, trust erodes—not just between a leader and an underperforming employee but across the entire team. The message becomes clear: commitment doesn’t really matter here. When that happens, the team culture suffers.

Accountability shouldn’t feel like poisonous micromanagement that strips people of autonomy, nor should it be so lax that people feel like they can get away with anything. Healthy accountability is a sign of commitment—both to the work and to each other. And the best way to establish it? A simple, structured framework.

The Six-Step Accountability Framework

Accountability isn’t about control—it’s about alignment. It’s about ensuring that when commitments are made, they lead to results. (Note: This is where clarity and consistency come into play.

When people are clear on expectations and consistent in their execution, accountability becomes a natural part of the process. It’s not a punishment—it’s a reinforcement of trust. And when you add another key trust pillar—compassion—you create accountability that is effective and empowering.

Use this Six-Step Accountability Framework in one-on-one conversations to ensure commitments don’t just stay promises—they turn into action.

1. Set a Clear Goal. Be specific. What needs to be accomplished? Why does it matter—and why is the person in front of you the perfect person to do it?
2. Acknowledge a Clear Ability. If you’re going to hold someone accountable, ensure they have the right skills, resources, and authority. Otherwise, you’re setting them up to fail. 
3. Define a Clear Success Metric. How will you know the goal is achieved—or when to shift gears? Define measurable progress markers, timelines, and key outcomes. 
4. Create a Clear Check-In Rhythm. Decide in advance how progress will be tracked. Will there be weekly meetings? Monthly reports? Set a cadence that reinforces progress.
5. Connect to Clear Consequences. What happens when commitments are met—and what happens when they aren’t? This could be rewards, recognition, or course correction. Make sure expectations are clear upfront—and that it’s just as clear you believe they can do it.
6. Gauge Clear Commitment. Ask, “On a scale of 1–10, how committed are you to this goal?” Encourage an honest answer and discuss why. Their response will reveal any hesitations or roadblocks that need to be addressed. 

This framework ensures that commitment isn’t assumed—it’s reinforced. It takes the guesswork out of accountability and creates a structured way to track follow-through without micromanaging.

Commitment isn’t promised. It’s proven.

On a scale of 1–10, how committed are you to building and strengthening trust in your relationships, organization, and performance?

If your answer isn’t a confident 10, you’re not alone. Commitment isn’t just about wanting something—it’s about consistently showing up, following through, and accomplishing goals even when it’s hard. And if commitment feels like a struggle, it’s often because something is missing.

Ask yourself:

✅ Are my habits working for me—or against me?

✅ Am I 100% clear on what I want and what I’m doing?

✅ Do I truly care about the impact I’m making on others?

If any of these are shaky, commitment will always feel like an uphill battle. But the good news? Trust can be built, and commitment can be strengthened—when you have the right tools and fuels in place.

Start with clarity. Build with consistency. Reinforce it with compassion. Never forget that trust isn’t built with words—it’s built with action. Commit to that next step—and then keep taking it.

Want to build stronger trust?

• If you need more support in building clarity, check out my blog on The How-How-How Tool.
• If you want to reinforce consistency, The Habit Change Tool is a great place to start.