...you have no intentions of letting them go or grow beyond your care.
Most people hire a coach or trainer to hold them accountable, and the logic is quite clear: If I pay you to make sure I do what I say I'm going to do, then I'll do it.
There are so many problems with this...
1. It's fear-based motivation which isn't enjoyable, rewarding or sustainable
2. It keeps the coach in a superior status role, which stifles growth and potential
3. It signals low self-worth and esteem, which only becomes reinforced in this arrangement
4. It overemphasizes action and avoids addressing the underlying fears driving the procrastination
5. Extrinsic support creates a codependent instead of an independent relationship
It all comes back to how success is measured. If your goal is to create followers, then holding people accountable makes perfect sense.
However, if your goal is to develop leaders, then teaching them how to hold themselves accountable to themselves is the better option.
And only one of these options is truly empowering.
From day one, equipping people with a process of self-accountability is the greatest gift you can give them. It may look something like this:
1. Set a goal
2. Define the metrics of success
3. Inspire effort by tying it to a personal value
4. Discuss what checking in and what a progression model looks like
5. Set a date for them to discuss their experience and the decisions they've made
This method isn't any more difficult than holding someone accountable, and it solves all of the problems mentioned above.
What makes this strategy work is its generous nature, as a professional, you're considering the skills your clients will need beyond your care, and you're selflessly operating in their best interests.
Love wins--again and again and again.
"The best way to find yourself is to lose yourself in the service of others." Mahatma Gandhi