The Carrot and Stick Versions of Accountability

Accountability – the word itself – has a slightly different meaning depending on how one uses it. Consider the following two examples:

“You will have direct accountability for meeting your sales targets this year.”

“I need some accountability for my new workout.”

The first sentence reads like a threat. We’re going to be in trouble if we don’t meet our sales targets. 

The second sentence is proactively looking for assistance. How do I improve my chances of success with my new workout?

But look at the other difference – when does accountability happen in the example sentences? The sales targets will be set now and the boss will come back in a year to dole out rewards or, more likely, punishments depending on how sales go. The workout is also coming up, but the “I” in the sentence is looking to build accountability into the process from the start.

A Working Definition of Accountability

For the purpose of The Accountability Stop, I’d like to propose a working definition of accountability. Namely, anything or anyone that helps us gain mental leverage to achieve the results we desire. I’m sure this would not meet with the approval of behavioral psychologists.  It overlaps sloppily with motivation and productivity. The purpose is not to precisely define the concept of accountability. The purpose is to speak about it in a way that helps us get the results we’re looking for.

“Gain mental leverage” probably sounds like I’m rewording “get motivated.” True enough. Motivation in the modern vernacular is associated with our reasons or our overarching “why.” Often we have plenty of good reasons to complete our goals but we still don’t! Mental leverage, in this definition at least, includes how we overcome all the big and small resistances we have to completing a goal. Mental leverage may have nothing to do with the actual reason we have the goal.

In Support of Carrots

In case you’ve never heard of “carrots” and “sticks” in this context: Dangling a carrot in front of a mule is supposed to make the animal want to move forward with a promised reward that stays just out of reach. Beating the mule with a stick on the rear end is supposed to make it move forward away from the pain.

Whether we use a positive (carrot) or negative (stick) version of accountability, they both fit the definition above. They’re both a way to gain mental leverage on ourselves to get results. We might be motivated by either one. Depending on our personality, we might be demotivated by either one as well!

In my experience, we see accountability as an action in the present to punish our own or other’s actions in the past. Do we ever say “I’m going to hold you accountable for your great academic performance this year”? We see accountability as a stick to beat each other over the head with when we don’t meet expectations. Accountability systems are built assuming that people will not meet expectations. 

My intention in writing The Accountability Stop is to posit that the most effective accountability is the positive kind that starts at the beginning of the goal or habit we want to accomplish. It offers the carrot-reward closely in front of us. If you’re someone who is more motivated by the threat of a stick, I’m not intending to abandon you, but I think much more is written on the punishment version of accountability.

Suppose a would-be author says to a friend, “I’m going to write a book this year. I’ll check back in with you in 12 months and have one ready for you to review.” Another writer finds a journalist friend and they meet up every week to discuss how writing goes for both of them. Who is more likely to write her book? Both have said they will be accountable for the results, but their approach to accountability will affect the results achieved. A proactive and regular use of accountability is far more likely to be motivating.

Obedience vs. Follow Through

The negative, correct-the-past accountability is typically about obedience. Others want us to do something and accountability is used to track our compliance, or obedience, to what they want accomplished.

The positive, walk-with-me accountability is about follow-through. We want to do this thing and accountability is used to externally motivate ourselves to follow through on what we promised to accomplish. 

This shift in accountability mindset affects our attitude toward the task itself. The punishment version of accountability assumes that we will screw up, be lazy, and wait until the last minute to hurry up and get done. Does that give us a positive attitude toward the work? Probably not.

On the other hand, forward-looking version of accountability assumes we will make progress and gives a pat on the back for small victories. It has a much better chance of cultivating a positive attitude toward the work.

What’s Your Account?

What do you think? Is an obedience-punishment model of accountability the only thing that motivates you? Or is a promise-assistance model what you’d prefer? Do you prefer the stick or the carrot?