More Accountable Culture at Work: Top Barriers to Overcome

Workplace Culture Defined
Before exploring the critical role of a more accountable culture in the workplace, it’s important to clarify what we mean by company culture.

We define organizational culture as how work gets done, not simply what gets done. It is the unique blend of values, beliefs, and behaviors that shapes how employees approach their work, interact with one another, and execute the organization’s objectives. Culture is the invisible framework that governs decision-making, collaboration, and performance — ultimately influencing every aspect of the business.

Our organizational alignment research shows that workplace culture accounts for roughly 40% of the performance gap between high- and low-performing companies. In other words, the right culture — tailored to your organization’s mission, strategy, and people — makes a measurable difference. Once you understand your current cultural landscape, it becomes a leader’s responsibility to cultivate a healthy, high-performing, and purpose-driven culture — one that simultaneously drives business results and supports employee success.

The Role of Leaders in Shaping Workplace Culture
Leaders are the architects of organizational culture. They define the standards of behavior, set the tone, model the conduct they expect, and make the decisions that shape business outcomes. In moments of success, they celebrate and reinforce what works; in times of challenge, they take responsibility and guide the organization through uncertainty.

Effective leaders understand that culture is not a passive backdrop — it is actively created and sustained through daily actions, communication, and choices. They navigate the organization with intention, aligning behaviors, values, and strategies to ensure the culture consistently supports both business performance and the well-being of their people. Leadership is not just about direction — it is about embodying the culture they seek to cultivate.

Four Culture Traps for Leaders to Avoid To Boost Accountability
Often, the root of the problem lies in leaders themselves — unwittingly falling into one of four common traps that undermine the ability to build and reinforce a more accountable culture at work.  This blocks the development of a healthy and high performing workplace culture required to perform at your peak.

1. Lack of Clarity
   All too often, executives who have spent hours in executive strategy retreats assume that employees share the same context. Leaders may present a business plan without providing the background, reasoning, and rationale necessary to secure genuine commitment. As a result, employees may understand what to do but not why it matters—or how it connects to the bigger picture.
   
   Creating strategic clarity is critical. Leaders must simplify messages, communicate them consistently, and actively confirm understanding. Employees need a clear vision of desired outcomes, alignment on the goals, and a practical roadmap for achieving them. Without this clarity, performance and behavioral accountability will falter.
   
   
2. Lack of Trust
   Trust runs both ways. Employees need confidence that leaders are making sound decisions for the organization, but leaders also need to trust their people to deliver on expectations. When leaders doubt employee capability, micromanagement follows — an instinct to control every detail and monitor every step. This overbearing approach elevates stress, slows progress, and erodes motivation. Over time, employees disengage, feeling stripped of ownership, autonomy, and pride in their work.
   
   Micromanagers often operate from perfectionism, overanalyzing rather than advancing. A more effective approach is to give teams the latitude to take informed risks, adapt when things go off course, extract lessons from setbacks, and keep their focus on outcomes. This shift not only accelerates performance but also strengthens accountability.
   
   The real question is whether your organization has the psychological team safety and overall cultural health required for constructive debate, shared ownership, and tough decision-making.
   
   
3. Lack of Transparency
   Transparency has been debated in leadership circles for decades. Some leaders argue it is indispensable for building trust, while others worry it invites distraction or unnecessary complications. But one principle remains clear: when information is visible and expectations are clear, people tend to act in alignment with the standards required of them.
   
   Accountability and transparency are inseparable. When teams lack insight into decisions, priorities, or performance expectations, misaligned behaviors take root—quietly eroding engagement, performance, and retention. Workplace transparency does more than inform; it reinforces shared responsibility and strengthens the cultural fabric of the organization.
   
   The real question is whether your current culture is open enough to support the level of accountability your strategy demands.
   
   
4. Lack of Focus
   Far too many leaders get pulled off course by the urgent, the noisy, and the deeply human desire to be well-liked. They pour disproportionate energy into short-term tactics or into managing others’ reactions, instead of concentrating on what truly moves the organization forward. Effective leaders listen, absorb input, and consider diverse perspectives — but they never lose sight of the long-term priorities or the outcomes that matter most.
   
   Sustained performance requires disciplined attention to the bigger picture, even when immediate pressures compete for time and emotional bandwidth. Leaders who maintain this focus create clarity, reduce organizational churn, and reinforce accountability at every level.
   
   

The Bottom Line
A healthy company culture is built on shared accountability. It starts with leaders who articulate a clear, aligned strategy, trust their people to deliver, and maintain unwavering focus on the goals that matter most. When leaders model these behaviors, they create the conditions for an accountable culture to take root — one where people own their commitments, collaborate effectively, and drive meaningful business outcomes.

To learn more about how to build a more accountable culture, download The 3 Levels of a Culture That Your Leaders Must Get Right

Tristam Brown

Tristam Brown is an executive business consultant and organizational development expert with more than three decades of experience helping organizations accelerate performance, build high-impact teams, and turn strategy into execution. As CEO of LSA Global, he works with leaders to get and stay aligned™ through research-backed strategy, culture, and talent solutions that produce measurable, business-critical results. See full bio.