What Gets Measured Gets Managed

Few people like the word "accountability" due to its negative connotations. Being "held accountable" is often viewed like being "held hostage." But trying to look objectively at what accountability involves may reveal how it can benefit everyone in countless ways.

An old adage suggests that "what gets measured gets managed." Studies have shown that people who step on the scale every morning and record their weight are less likely to be overweight; people who download a step counter app on their phone are more likely to walk more steps; people who set a timer when they begin a task are more likely to stay focused and complete more tasks more efficiently; people who regularly record and monitor their spending and saving habits are more likely to be financially secure than those who don't. All of these real-life examples have these five things in common:

1. Raising awareness of what's happening

2. Recording and reviewing the results

3. Evaluating whether or not goals are being met

4. Deciding how to improve and committing to improvement

5. Tracking results of the improvement plan to see that goals are now being met

It ties directly into a concept many of us have probably heard about by now: SMART goals. The acronym SMART stands for having goals that are Specific, Measurable, Attainable, Relevant, and Time-Based.

Specific: The goal must be specific and practical so it can be measured. "I will try to be a better leader and take initiative" is difficult to monitor and measure. Instead, try a goal like, "I will intentionally speak with five customers and colleagues this week about how I can more clearly communicate and help them in some way." This goal can be specifically measured by listing the names of those five people, when and where you spoke with them, and the results of the meetings.

Measurable: If progress toward the goal isn't measurable on a daily and weekly basis, progress is unlikely to happen.

Attainable: Make the goal realistic. "Pie in the sky" dreams usually lead nowhere. Set goals you feel you can accomplish, remembering this may mean sacrifice and making changes.

Relevant: Goals should be directly beneficial to some aspect of your life or career. These goals should really "move the needle" for you in a positive direction.

Time-Based: Set a firm timeline (avoid the term "deadline" since it tends to raise anxiety for most of us) and measure progress regularly. What did you achieve daily to make progress toward these goals? Weekly? Monthly? Measure and monitor often, at least weekly.

These five SMART steps all involve "self-accountability," so we can hold ourselves accountable for making positive changes. But we also hear the term "accountability partner," where having someone else help to monitor our decisions and actions can provide us with the motivation to make meaningful progress toward meeting our goals.

Sometimes we have accountability partners that we didn't ask for – that is, people who are monitoring us and giving us feedback whether we want it or not, such as spouses and supervisors at work. It's human nature to be defensive in these situations, but by listening first and asking for clarification, we might discover areas for improvement of which we were unaware.

What if you were asked to hold someone accountable? How would you go about it? Imagine how you would want to be treated in this situation and consider how you would approach someone who needed to be held accountable.

The Bible reminds us that "as iron sharpens iron, so one person sharpens another" (Proverbs 27:17). We all need accountability, and by examining ourselves first and seeking self-improvement, we equip ourselves to help others.