Executives & Managers: Accountability vs. Loyalty

We have all heard the question - "What comes first, the chicken or the egg?"

I have a similar type of question for my executive clients - "What comes first, accountability or loyalty?" Over the past twenty years, most industries have become more competitive and tougher environments to play in. Many executives have thrown loyalty out the window as they make difficult decisions on a daily basis in an effort to maximize bottom lines. Executives with a soft side to them generally want to be loyal and this is a great quality, but at what cost?

Generally loyalty is not openly discussed in firms. Executives have a responsibility to their companies and managers should be held accountable for meeting or exceeding expectations. When managers do meet or exceed expectations, have they earned the loyalty of their bosses and organizations? Isn't it reasonable for an employee to expect loyalty in return for a strong performance on an ongoing basis?

Many managers are disillusioned by their company's apparent lack of loyalty. Years ago you could count on working for one company throughout your career and receiving a gold watch at retirement. We are living in a different time; a much more competitive and demanding time. The best way for a manager to receive their company's loyalty is to earn it. It would be wise for managers to hold themselves accountable for exemplary performance. Exemplary employee performance generally earns the loyalty of the organization.

"What comes first, accountability or loyalty?" Accountability, and that's my final answer.

Gary Cohen is a faculty member at the Robert H. Smith School of Business at the University of Maryland and a partner at Forward Action Coaching, LLC where he specializes in executive, leadership and career coaching. Contact Gary at gary@forwardactioncoaching.com and visit Forward Action Coaching, LLC at www.forwardactioncoaching.com.