As managers, we all face tough conversations—missed deadlines, performance issues, or unmet expectations. But too often, these discussions feel like confrontations rather than opportunities for growth.
The solution? A structured approach that keeps conversations objective, clear, and solution-focused. That’s where the FOCUS Framework comes in.
By following FOCUS, we can shift accountability conversations from blame to clarity, understanding, and action. When we frame the issue, offer specifics, clarify the impact, understand different perspectives, and set clear next steps, we create a space where accountability feels empowering, not punitive.
Great leaders don’t avoid accountability conversations—they master them. And when done right, these discussions strengthen trust, improve performance, and build a culture where everyone takes ownership.
How do you approach accountability conversations? Let’s hear your comments!
