What does accountability look and sound like at DORIS?

At DORIS, accountability is not merely top-down and hierarchical. We hold each other accountable across teams/departments, up and down the org chart. Below is what it looks like and how you can actively practice it at DORIS.

Clear ownership and follow-through

These describe what it looks like to own work, results, and promises.

• Clear ownership

• Clear deadlines

• Review commitments weekly

• Measures outcomes, not effort

• Trusting people will do what they said they would do and have frequent conversations on any deviation from progress.

• Accountability is not only reactive but proactive.

Direct, timely communication

Sometimes accountability requires communicating directly with someone when there is an issue.

• Addresses issues directly

• Owns impact, not just intent

• Is direct with people when there has been a behavioral failure, makes it clear that unacceptable behavior is not tolerated. 

• Clearly articulates expectations and what is required moving forward

Shared responsibility and support

Accountability is not just calling people out; it’s turning toward each other.

• Starts with dependability and trust

• Communicates when a step is complete for a gate check or review so that the next person can do their next step.

• Turns toward each other when things get hard

• Stays in the work when it’s uncomfortable

• Helps others when they need help, and asks for help when it is needed

• Checks in on each other’s progress to make sure that we are proactively there for each other.

Learning, feedback, and growth

Accountability is a driver of improvement, not just compliance.

• Embraces failure both individually and as a group; learns from it and uses it to create change so it doesn't continue to occur

• Critical of the output, not the person when it's required

• Accountability can be examples of doing things well too

• Giving shout outs and encouragement to people when they deserve it and when they need the motivation.

• Accountability shows up in having quarterly reflection meetings where we dissect projects, methods, findings, successes and failures

• Gives critical feedback clearly and kindly

• Continues to grow in response to critical feedback

Protecting the standard and the business

This is accountability at the system level, not just the task level.

• When something goes sideways with a client, acknowledge the problem and work to fix it

• Take the blame fully in front of the client for oneself and the team

• Meets people where they are but also ensures no one is treated better than anyone else.

• Questions things when they don't seem right.