compentency 3

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Competency 3
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Competency 3
In the ever-changing realm of organizational management, the notion of an
accountable culture and effective leadership plays a pivotal role in navigating transitions.
Accountable headship molds organizational dynamics, especially in navigating change. The
case study of Stellar Bank, along with an introspective leadership self-assessment, offers vital
enlightenment to explore the facets of accountable culture, the involvement of leadership in
cultivating and nurturing an accountable culture, Kotter’s change model and its relation to
organizational change, and reflection on individual leadership strengths and aspects for
improvement.
The Concept of Accountable Culture
An accountable culture in an organization encompasses a mutual commitment to the
achievement of objectives and a readiness to embrace responsibility for actions and
consequences. This cultural attribute is indispensable for an organization’s ability to adapt to
change. It fosters a sense of proprietorship and responsibility amongst staff members. For
Stellar Bank, cultivating this accountable culture was important in overcoming the hurdles of
shifting towards a hybrid working approach. An absence of accountability initially
contributed to decreasing efficiency and a decline in group success, as evidenced by
employees and supervisors like Tom, who grappled with the new work configuration (Stellar
Bank Case Study, nd). Yet, as Heather introduced a performance appraisal system
specifically designed for remote personnel, combined with scheduled updates and goal-
setting indicators, there emerged a noticeable improvement in team effectiveness. This
progression toward accountability steered determinations, confirming that actions
corresponded with the bank’s principles and aims. Simultaneously, it facilitated

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communication as workers sensed more significant connection and responsibility concerning
their duties, engendering a more unified and potent professional atmosphere.
The Role of Leadership in Establishing and Fostering an Accountable Culture
Leadership plays a critical role in establishing and fostering an accountable culture
within an organization. In the case study, Heather, the bank manager, demonstrated key traits
of accountable leadership. She actively listened to employee concerns, validated their
feelings, and took decisive actions to address the challenges of the hybrid work model. For
instance, Heather’s decision to implement a performance evaluation system and regular
check-ins exemplified her commitment to accountability. She also scheduled meetings with
the HR department to develop a clear disciplinary process, reinforcing the importance of
aligning behaviors with the organization’s values. Furthermore, Heather encouraged open
communication by conducting training sessions and one-on-one meetings, which helped in
addressing conflicts and concerns promptly (Stellar Bank Case Study, nd). These actions not
only promoted accountability but also built trust among employees, crucial for the successful
implementation of the change initiative.
The Kotter’s Change Model
Kotter’s change model, a framework for managing organizational change, involves
eight steps, that is, establishing a sense of urgency, forming a powerful coalition, creating a
vision for change, communicating the change vision, empowering broad-based action,
generating short-term wins, consolidating gains and producing more change, and anchoring
new approaches in the culture (Salman & Broten, 2017). In the Stellar Bank case study,
several of these steps were evident. Heather established a sense of urgency for the change due
to office space limitations and the need for a better work-life balance. She formed a coalition
with the leadership team and created a vision for the hybrid work model (Stellar Bank Case
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Study, nd). However, there were gaps in communicating the vision effectively and
empowering broad-based action initially, as seen in the resistance from managers and the lack
of a cohesive policy for remote work. The most critical step for this initiative was
‘empowering broad-based action.’ Heather’s efforts to provide training sessions on time
management and effective communication and her implementation of a performance
evaluation system were crucial in empowering employees to adapt to the new model. These
actions helped overcome resistance and ensured that the change was more deeply rooted in
the organization’s culture.
Self-Assessment
Based on my self-assessment results, taking ownership of my decisions and actions is
a standout strength for me, as indicated by my score of 5. This trait manifests in my
willingness to accept responsibility for both successes and failures, which significantly
impacts team morale and trust. For example, in situations where a project did not go as
planned, my ability to own up to mistakes and learn from them fostered a culture of honesty
and continuous improvement, encouraging others to do the same.
On the other hand, areas where I scored lower, such as setting clear and achievable
goals for myself and my team, impacted my leadership effectiveness. Perhaps there have
been instances where unclear goals led to confusion or misalignment within my team,
affecting project outcomes and team cohesion. This resulted in missed opportunities for team
success and growth.
To sustain and reinforce my strong sense of ownership while improving goal setting, I
plan to implement specific strategies like SMART goal planning to ensure clarity and
achievability. I will regularly revisit and adjust these goals with my team to help me maintain
focus and alignment. Additionally, I will continue to model accountability, especially during
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organizational changes, to reinforce a culture of trust and responsibility. By combining clear
goal setting with my natural inclination to take ownership, I can further enhance my
effectiveness as an accountable leader.
In conclusion, the exploration of accountable culture and leadership within the context
of organizational change, as exemplified by Stellar Bank’s transition to a hybrid work model,
underscores the significance of these concepts in driving successful change initiatives. The
case study and self-assessment highlight the crucial role of leadership in fostering
accountability, setting clear goals, and maintaining open communication. These insights not
only provide a framework for understanding the dynamics of change management but also
offer a personal roadmap for enhancing leadership effectiveness. Embracing the principles of
accountable leadership, such as ownership of actions and clear goal setting, is essential for
navigating the complexities of organizational change and fostering a culture of continuous
improvement and success.

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References
Salman, Y., & Broten, N. (2017). An Analysis of John P. Kotter’s Leading Change. Macat
Library.
Stellar Bank Case Study. (n.d.). Growing Pains at Stellar Bank. Source Provided.

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1

In the ever-changing realm of organizational management, the notion of an

Accountable headship molds organizational dynamics, especially in navigating change. The

enlightenment to explore the facets of accountable culture, the involvement of leadership in

The Concept of Accountable Culture

An accountable culture in an organization encompasses a mutual commitment to the

achievement of objectives and a readiness to embrace responsibility for actions and

consequences. This cultural attribute is indispensable for an organization’s ability to adapt to

shifting towards a hybrid working approach. An absence of accountability initially

contributed to decreasing efficiency and a decline in group success, as evidenced by

setting indicators, there emerged a noticeable improvement in team effectiveness. This

progression toward accountability steered determinations, confirming that actions

corresponded with the bank’s principles and aims. Simultaneously, it facilitated

communication as workers sensed more significant connection and responsibility concerning

their duties, engendering a more unified and potent professional atmosphere.

The Role of Leadership in Establishing and Fostering an Accountable Culture

Leadership plays a critical role in establishing and fostering an accountable culture

of accountable leadership. She actively listened to employee concerns, validated their

instance, Heather’s decision to implement a performance evaluation system and regular

the HR department to develop a clear disciplinary process, reinforcing the importance of

communication by conducting training sessions and one-on-one meetings, which helped in

implementation of the change initiative.

The Kotter’s Change Model

Kotter’s change model, a framework for managing organizational change, involves

‘empowering broad-based action.’ Heather’s efforts to provide training sessions on time

management and effective communication and her implementation of a performance

the organization’s culture.

Based on my self-assessment results, taking ownership of my decisions and actions is

a standout strength for me, as indicated by my score of 5. This trait manifests in my

and continuous improvement, encouraging others to do the same.

success and growth.

organizational changes, to reinforce a culture of trust and responsibility. By combining clear

effectiveness as an accountable leader.

of organizational change, as exemplified by Stellar Bank’s transition to a hybrid work model,

navigating the complexities of organizational change and fostering a culture of continuous

improvement and success.

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