A leadership expert offers three steps to motivate others while maintaining their respect.

Holding people accountable for their mistakes without creating bad blood is a significant challenge for any leader, according to Michael Timms, a leadership expert and bestselling author.

To maintain a positive relationship with employees while addressing poor performance, it's important to first take responsibility for your own mistakes and set an example of accountability, as Timms emphasized in his TED Talk in January. This approach is known as "modeling accountability."

Avail Leadership founder Timms pointed out that leaders, including himself, often fall into the trap of blaming others for problems without considering their own role.

Management teams should be inspired by accountability, as it is something I teach them, he said.

An example from a construction company he previously advised was given, where team meetings often resulted in a series of accusations, with blame being spread around without any viable solutions being presented. This typically led to distrust among co-workers and the repetition of mistakes.

The general manager began their next meeting by acknowledging their own role in the problems, which prompted others to confess their mistakes.

""Before others can hold us accountable, we must first demonstrate accountability ourselves," Timms stated."

Timms gave an example from his own family. His three daughters were not ready to leave the house on time for an important event, despite Timms and his wife reminding them earlier, he said. Timms was starting to lose his temper.

Instead of scolding his children, he recognized the need to take responsibility for his own role in the issue and devise some solutions.

"I placed large clocks throughout the space and displayed the schedule in a communal area," he stated. "To my surprise, it was effective. Although we're not flawless in our punctuality, it's significantly improved."

Try adopting 3 simple, 'powerful' habits

Timms advises incorporating three effective habits to enhance others' performance without causing conflict.

"One habit: Avoid blaming others. Another habit: Examine oneself. A third habit: Devise a solution," he stated.

According to Timms, incorporating these habits into your daily routine can have a profound impact on the behavior of others. Not only will you see improvements in your own results, but you'll also be able to help others become better versions of themselves, whether you're a parent, coworker, or volunteer.

To avoid damaging employee morale while inspiring better performance, leaders should be mindful of the consequences of excessive blame-doling, as it can lead to a toxic atmosphere where accusations fly without addressing the root issues.

"If people are blamed for their mistakes, they will avoid taking responsibility and may even blame others, which can hinder teamwork, problem-solving, learning, and initiative."

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