89: A Guide to Accountability Conversations for Ops Leaders

Find the full transcript at yourfuturerealized.com/89.

“Ugh, I know I need to have this conversation. But I don’t want to sound harsh or make them defensive.”

If your ops team is dropping the ball, that probably hits close to home. Accountability talks can be tough. They’re easy to put off because they’re just plain uncomfortable.

But here’s the thing: when you handle them the right way, these conversations don’t just solve problems, they build trust and show your team what real leadership looks like.

Let’s be honest, accountability is the glue that keeps operations running. When someone drops the ball, it doesn’t just affect one person. It can throw off the whole team.

In this episode, I’ll share how to tackle those tough talks head-on: no tiptoeing, no drama, and no losing your team’s respect. If you’re dreading holding someone accountable, you’re not alone, and this episode is for you. 

Transcript

“Ugh, I know I need to have this conversation. But I don’t want to sound harsh or make them defensive.”

If your ops team is dropping the ball, that probably hits close to home. Accountability talks can be tough. They’re easy to put off because they’re just plain uncomfortable.

But here’s the thing: when you handle them the right way, these conversations don’t just solve problems, they build trust and show your team what real leadership looks like.

Let’s be honest, accountability is the glue that keeps operations running. When someone drops the ball, it doesn’t just affect one person. It can throw off the whole team.

In this episode, I’ll share how to tackle those tough talks head-on: no tiptoeing, no drama, and no losing your team’s respect. If you’re dreading holding someone accountable, you’re not alone, and this episode is for you. Find the full transcript at yourfuturerealized.com/89.

Hey Ops Execs,

Why Accountability Conversations Feel So Hard

Let’s be real: when someone on your team drops the ball, it can feel like the weight lands right on your shoulders. I’ve been there myself, dreading those tough conversations because they’re uncomfortable and it’s easy to worry you’ll come off as the bad guy. 

Sometimes you just want to keep the peace, even if it means letting things slide for a while and picking up the slack.

But here’s what I’ve learned, both from my own experience and from working with lots of other leaders: Avoiding these talks doesn’t make things easier. It just lets small issues grow into bigger problems. And honestly, most people appreciate direct feedback when it’s done with respect.

The truth is accountability conversations don’t have to be harsh or awkward. When you approach them with empathy and clarity, they build trust and show your team that you’re invested in their success, not just the bottom line.

It takes finding that balance: caring about your people but also holding the line when it matters. If you skip these talks, your team might start to think you don’t care about results, or about them. And that’s when trust and motivation start to slip.

I worked with someone recently who really struggled with this. She’d avoid accountability talks because she didn’t want to rock the boat. But over time, her team started to see her as someone who let people get away with too much.

The Solution: Real Conversations + Authentic Wins

It wasn’t until she started having more direct, honest conversations that things turned around. Suddenly, her team saw her as clear, supportive and fair, not just someone who didn’t notice or looked the other way.

So how do you actually have these conversations without feeling like the “bad guy”? Here’s what I’ve found works:

First, just be real. If you need to talk to someone about missing deadlines, for example, keep it simple. You can say, “I want to help, but I need you to step up too.” Or “I’ve noticed some delays. What’s going on?” That opens the door for a real conversation, instead of putting them on the defensive. And don’t sugarcoat it. People can tell when you’re not being straight with them.

Second, make sure you celebrate real wins. In ops, a lot of the work is behind the scenes, and it’s easy for great work to go unnoticed. So, when someone does a great job, call it out. You don’t have to go overboard. A simple, “Hey, I saw you do great on that project, it really helped,” – that can go a long way.

Accountability Is a Two-Way Street

And here’s something I think is really important: Accountability isn’t just something you expect from your team. You have to model it yourself. If you make a mistake, call it out, and own it. Say, “That’s on me.” When you do that, you show your team that accountability is about learning and growing, not blame.

I’ll give you an example. During a big system change, I once messed up by not making it clear who owned each step. That meant that they were doubling up on some work and missing other things. I had to admit to the team that I hadn’t set clear expectations. It wasn’t fun, but it made us stronger as a team. And I never made that mistake twice!

At the end of the day, great teams happen when everyone knows their role and pulls together. Accountability is what makes that possible.

If this is striking a chord for you, I’ve got a couple of resources you might find really helpful.

First, if you haven’t already, go back and check out Episode 80. That one’s all about how setting clear expectations can lay the groundwork for these kinds of conversations. You can find it at yourfuturerealized.com/80.

And if you’re looking to take your leadership skills up a notch, I’m running a free 5-Day Decisive Leader Challenge right now. Each day, you’ll get a short, actionable tip delivered straight to your inbox to help you build a more decisive, high-performing team. If you want in, just head over to yourfuturerealized.com/challenge.

Here’s my question for you today: How can you show your team what real accountability looks like?

You can’t stop the chaos, but you can change the game.