Accountability often gets framed as something managers hold people to.
Deadlines. Metrics. Follow-ups.

But in practice, accountability is something managers make possible.

Accountability is not a personality trait or a control mechanism. It’s a system outcome.

In this episode, Leslie Ferry reframes accountability as shared agreement and commitment to outcomes — and explains why it rises or falls based on the context managers provide and the feedback they give along the way.

You’ll explore:

• Why accountability weakens even when effort and intent are high
• How unclear context creates drift, dependency, and frustration
• The difference between late feedback that feels heavy and early feedback that enables learning
• Why quietly “fixing” work erodes trust and accountability over time
• How small, timely course corrections help people succeed while the work is still in motion

This episode introduces a practical way to think about accountability and feedback as a continuous system, one that helps managers enable success, reduce surprises, and build commitment without control.

Key Takeaway
Accountability isn’t something you apply at the end.
It’s something you maintain in motion — through clarity, conversation, and contextual feedback.

Related Work
This episode reflects the philosophy behind Brize and Zandra — supporting reflection, pattern recognition, and intentional leadership in the flow of real work. https:/myzandra.ai