Recently, I have been holding someone accountable. Depending upon your understanding of the word, you either view this as a good thing or a bad thing. I have been in organizations where the mere mention of the word makes people run for cover. It seems the practice of holding someone accountable has morphed into the belief that “I’m going to get in trouble.” There are real reasons why people have this perception. The very people who don’t want to be held accountable have experiences working in organizations where managers are harsh, quick to blame and fall short in providing support and positive acknowledgement for work well done. It’s the responsibility of management to reframe the conversation about accountability. The process starts with leadership looking in the mirror, owning previous actions and making conscious choices to show up differently. Those that engage in this process will achieve the desired results. Holding people accountable in a positive way will yield a workforce of higher performers who feel good about their jobs and the contributions they make to the organization.