As we discussed last week, leaders rank holding people accountable as both their number one weakness and the thing they dislike doing the most.

And yet, according to research cited by business coach Bill Watkins, 91% of employees say accountability is one of the most important things they want in the workplace.

So what gives?

The disconnect may lie in how accountability is presented to those you’re managing.

Accountability and responsibility can’t be mandated—they must be activated.

How is it activated? Bill recommends following these three steps:

Ignition. This means igniting focus and performance by setting a clear course and aligning what both you and your team members want through measurable, individual, and contribution-based goals.

Trust. This means trusting your people to meet objectives and control outcomes in the ways they know best based on their experiences, skill sets, and talents.

Feedback. This means providing regular, helpful feedback and celebrating progress and initiative. Good feedback exposes growth and learning opportunities along the way and encourages those you’re managing to stretch into new responsibilities.

This is important work, but it’s not easy.

It takes proactive thought, focus, and attention to detail.