I calibrate how I hold people accountable to the person and the situation.

I keep standards consistent while varying my methods appropriately.

I fit the form of accountability to the social boundaries of each group I lead.

I match the tone of correction to the severity of the issue.

I check whether my accountability style is actually landing.

I distinguish between correction that fits our culture and correction that violates it.

I avoid one-size-fits-all responses to performance issues.

I use informal correction (humor, side conversations) before formal escalation when appropriate.

My corrections feel fair to the people receiving them.

I adapt my approach when the same method stops working.