Most leaders want to create confident, loyal, high-performing teams.

But there’s a silent trap that holds them—and their people—back.

It’s not a lack of talent.

It’s not laziness.

It’s not even a bad attitude.

It’s fear.

Fear of getting it wrong.

Fear of speaking up.

Fear of being called in for a “chat” that turns into a telling-off.

And here’s the thing:

That fear doesn’t come from accountability itself.

It comes from the way accountability has been set up—or not set up—by leadership.

If your team hesitates, shuts down, or gets defensive when you bring up mistakes or improvements, the solution isn’t to push harder.

The solution is to reset the foundation: to make accountability normal, caring, and part of everyday growth.

Because when accountability is handled well, it’s not something your team fears — it’s something they welcome.

It builds trust.

It builds loyalty.

And it unlocks a level of performance you simply can’t get any other way.

In this week’s Great Boss Weekly, I’m talking about:

• Why accountability builds trust instead of tension

• A simple 3-step model (plus a bonus) to make feedback easier, not harder

• How to bake accountability into your team’s culture from day one

You don’t have to be a “natural” leader to get this right.

You just need the right structure.

Watch the video below to learn how to make accountability your team’s hidden superpower:

If you want even more help leading with clarity and confidence—especially when the conversations get tough—I’ve got something for you.

Handling Difficult People: A 4-Step Strategy to Strengthen Your Team

This course gives you the exact structure and words to turn difficult situations into opportunities for growth.

More details here.

Because nobody taught you to be a great boss—but you can learn.

And the next step starts with how you lead your next conversation.