#Accountability Archives - McGinty Coaching

The Intersection of Kindness and Accountability in Leadership

Posted on June 6, 2025 by Tina-Schuricht

The intersection of kindness and accountability in leadership has become a point of intrigue for me lately. While in a coaching session, this topic came up and it really got me thinking…is it really possible to be 100% kind and 100% in holding others accountable, or is this a zero-sum game? Might this belief about being able to be both kind and drive accountability come down to how we define these terms? Are we misunderstanding kindness; and what is the difference between being nice and being kind? In leadership, kindness and accountability are often viewed as opposing forces – that to be kind is to be lenient, and that accountability requires strictness. I don’t see it that way. I don’t believe that these qualities are mutually exclusive; rather, they complement each other, creating a leadership style that inspires trust, fosters growth, and drives success.

Kindness as a Leadership Strength

Kindness in leadership is often misunderstood as weakness. Yet, I have found kindness to be a powerful tool for team member engagement and increased productivity. Kind leaders foster a supportive work environment where employees feel valued and motivated. They often display empathy and compassion which leads to higher levels of collaboration and innovation. When leaders prioritize kindness, they actively listen to their team members, acknowledge their efforts, and show appreciation. These acts of kindness create psychological safety, a crucial factor in performance and retention. Employees who feel heard and respected are more likely to contribute their best work. Furthermore, kindness encourages open communication, enabling teams to share their concerns and ideas without fear of harsh criticism.

What is the Difference between “Nice” and “Kind”?

As a resident of a state which is known for its “Minnesota Nice”, I got curious about the difference between being “nice” and being “kind”.

Nice is about politeness; Kindness is about intention
- Being nice often means being agreeable, polite, and pleasant in social interactions. It’s about following social norms and making others feel comfortable.
- Being kind goes deeper—it’s about genuinely caring for others and acting in their best interest, even when it’s not easy or convenient.
Nice seeks approval; Kindness seeks impact
- A nice person may avoid conflict or say what others want to hear to maintain harmony.
- A kind person may tell a difficult truth or set boundaries because they genuinely care about someone’s well-being.
Nice is surface level; Kindness is meaningful
- Niceness can sometimes be performative — people may act nice to be liked or to avoid confrontation.
- Kindness is rooted in empathy and selflessness, often requiring effort and sacrifice.

Ultimately, kindness is about genuine care and action, while niceness is about social etiquette and approval. A truly kind person may not always seem nice, but their actions will always be rooted in goodwill.

Accountability: The Backbone of Leadership

While kindness creates an encouraging atmosphere, accountability ensures that expectations are met, and goals are achieved. Leaders who practice accountability set clear objectives, follow through on commitments, and hold themselves and their teams responsible for results. Accountability is not about blame or punishment; rather, it is about ownership and integrity. A workplace without accountability suffers from low standards, missed deadlines, and waning morale. Employees need structure and clarity to perform at their best, and leaders who emphasize accountability provide the necessary framework for efficiency.

The Balance Between Kindness and Accountability

A truly great leader understands the necessity of both kindness and accountability. Too much kindness without accountability can lead to complacency, while excessive accountability without kindness creates fear and resentment. The best leaders strike a balance—leading with empathy while maintaining high standards. Who are some leaders that exemplify this balance?

Satya Nadella (CEO, Microsoft) – known for his empathetic leadership style, which has transformed Microsoft’s culture. He emphasizes a growth mindset, encouraging employees to learn and innovate while holding them accountable for results. His leadership has fostered collaboration and inclusivity, making Microsoft a more dynamic and forward-thinking company. He has had to make some difficult personnel decisions recently, and as a kind leader this can be a hugely emotional challenge. As someone who has experienced, his leadership style, I believe Satya is a great example of this balance.
Jacinda Ardern (Former Prime Minister, New Zealand) – gained global recognition for her compassionate leadership, particularly during crises such as the Christchurch Mosque attacks and the COVID-19 pandemic. She led with kindness, ensuring that people felt heard and supported, while also making tough decisions to protect public health and maintain national security.
Alan Mulally (Former CEO, Ford Motor Company) – turned Ford around during the 2008 financial crisis by combining accountability with a supportive leadership approach. He implemented a transparent system where executives had to report challenges openly, fostering trust while ensuring that everyone was responsible for their contributions to the company’s recovery.
Indra Nooyi (Former CEO, PepsiCo) – led PepsiCo with a strong emphasis on both performance and people. She introduced the concept of “Performance with Purpose,” ensuring that the company met financial goals while also prioritizing sustainability and employee well-being. Her leadership style balanced strategic accountability with genuine care for her team.

Implementing Kind and Accountable Leadership

To embody both kindness and accountability, leaders can:

Lead by example – Demonstrate integrity and responsibility in their own actions.
Communicate expectations clearly – Ensure that every team member understands their role and responsibilities.
Provide constructive feedback – Offer guidance in a way that encourages growth rather than fear.
Show appreciation – Recognize achievements and contributions to foster motivation.
Create a culture of trust – Encourage open conversations, transparency, and fairness.

Kindness and Accountability – The Sweet Spot

The intersection of kindness and accountability in leadership can be a sweet spot. Leaders who combine kindness with accountability create environments where employees feel respected and challenged. This dynamic strengthens team cohesion, enhances productivity, and drives long-term success. In today’s evolving workplace, the ability to lead with both heart and discipline is what sets extraordinary leaders apart. Reach out if you want to learn more about how coaches can help leaders find that intersection of kindness and accountability in their leadership style.

Coaches Help Individuals Master Time Management

Posted on May 16, 2025 by Tina-Schuricht

Coaches help individuals master time management and improve productivity. Do you have enough time in your day to get everything done that you planned? Do you get interrupted by a text, email, instant message, phone call, people swinging by your desk or office – sometimes all at once? How do you stay focused? What do you decide to delegate, defer, or do in the moment? With numerous tasks competing for attention, finding effective ways to prioritize, manage time, and avoid common pitfalls to productivity can significantly boost personal and professional success and help you with your work-life balance. Coaches play a transformative role in helping individuals master time management and productivity. They provide personalized guidance, accountability, and tools tailored to each client’s unique challenges and goals.

Identifying Individual Challenges

Coaches excel at uncovering the root causes of time management struggles. Through targeted conversations and assessments, they help clients recognize patterns such as procrastination, overcommitment, or ineffective prioritization. This self-awareness is the first step toward meaningful improvement and sidestep these obstacles:

Combat Procrastination: Break large tasks into smaller, manageable steps. Tackling one piece at a time reduces the intimidation factor and keeps momentum.
Limit Multitasking: Juggling multiple tasks can decrease efficiency and increase errors. Focus on one task at a time to maintain quality and speed.
Manage Digital Distractions: Technology can be both a blessing and a curse. Turn off non-essential notifications, set boundaries for social media, and use focus modes on devices to minimize interruptions.
Take Breaks: Overworking can lead to burnout. Incorporate short breaks to recharge your mind and maintain productivity throughout the day.

Creating Customized Strategies

Prioritization is the foundation of effective time management. Without it, you may find yourself overwhelmed or spinning your wheels on unimportant tasks. And, not all time management techniques work for everyone. Coaches work closely with clients to develop strategies that fit their lifestyles, work environments, and personal preferences. Whether it’s incorporating the Eisenhower Matrix, refining SMART goals, or scheduling around peak productivity hours, coaches ensure the approach is practical and achievable.

Eisenhower Matrix: Categorize tasks into four quadrants based on urgency and importance. This helps you focus on critical tasks while delegating or eliminating less significant ones.
Set SMART Goals: Ensure your objectives are Specific, Measurable, Achievable, Relevant, and Time-bound. This clarity helps you prioritize actions that align with your goals.
Identify Peak Productivity Hours: Everyone has periods of high energy during the day. Schedule high-priority tasks during these hours to optimize focus and efficiency.

Teaching Effective Tools and Techniques

Coaches are well-versed in a variety of time management tools and methods. They introduce clients to options such as time-blocking apps, digital planners, or prioritization frameworks. They also demonstrate how to use these tools effectively, ensuring clients can integrate them seamlessly into their routines. Time management goes beyond setting priorities—it’s about organizing your day and creating habits that support productivity. Here are some strategies:

Plan Your Day: Start each morning with a clear plan. Use tools like to-do lists, digital planners, or apps to outline your tasks and allocate time for each.
Embrace Time Blocking: Dedicate specific time slots to particular activities. This method minimizes distractions and keeps your day structured.
Follow the Two-Minute Rule: If a task takes less than two minutes, complete it immediately. This prevents small tasks from accumulating and cluttering your to-do list.
Learn to Say No: Avoid overcommitting by respectfully declining requests that don’t align with your priorities. Protecting your time is key to staying on track.

Encouraging a Growth Mindset

A good coach fosters a growth mindset, encouraging clients to view setbacks as opportunities for learning. By focusing on continuous improvement rather than perfection, individuals become more resilient and adaptable in their time management efforts. Improving time management and productivity is a continuous process. Evaluate your strategies regularly and make adjustments as needed. Celebrate progress and view setbacks as opportunities to learn and grow.

Providing Accountability and Building Confidence

One of the greatest challenges in self-improvement is staying committed to new habits. Coaches serve as accountability partners, regularly checking in with clients to track progress and celebrate successes. This support system motivates individuals to stay on course and adapt strategies as needed. Through their guidance, coaches empower clients to make decisions that align with their values and priorities. This not only improves productivity but also promotes a sense of balance and fulfillment in both personal and professional environments.

Unlock Your Full Potential

Mastering these techniques is not about squeezing every second out of your day but about working smarter, not harder. By prioritizing tasks, managing time effectively, and avoiding productivity pitfalls, you can create a fulfilling and balanced life that aligns with your goals and aspirations. Coaches provide more than just tips—they offer a structured, supportive process that helps individuals take ownership of their time and productivity. Their personalized approach ensures that clients not only learn valuable techniques but also sustain their improvements over the long term. If you’re striving to unlock your full potential, partnering with a coach could be the game-changer you need. Reach out if you want to discuss the ways that coaches help individuals master time management and improve productivity.

Angela Dodd on Leadership, Grit, and Growth

Posted on May 2, 2025 by Tina-Schuricht

In this episode of SuccessYourOnWay , Yifat Rogers and I sit down with Angela Dodd, founder of Females in Food. Angela shares her journey from corporate leadership to entrepreneurship, including the personal challenges that led her to build a platform dedicated to empowering women in the food and beverage industry. We discuss:

How toxic work environments can spark major life changes
The evolving definition of success over different career stages
Lessons learned from founding Females in Food, including the importance of building a support system and accepting vulnerability
Key strategies for career and personal growth, such as setting boundaries, building confidence, and taking action before feeling “ready”
The power of writing down goals and speaking them out loud for accountability.

Angela also offers practical advice for anyone looking to redefine success on their own terms. She reminds listeners that success looks different for everyone.

Success Your Own Way: “Building Your Own Stage: Angela Dodd on Leadership, Grit, and Growth”

About Angela Dodd

Angela a seasoned leader in the B2B ingredient sector, with 15 years of experience bridging the gap between technical expertise and business strategy. Holding a Master’s in Food Science and an MBA, she has spent the past decade helping clients successfully commercialize food products, leveraging deep industry knowledge to drive innovation and market success. Angela is the founder of Females in Food (FIF), dedicated to empowering women and organizations in the food and beverage industry through leadership development, career advancement, and industry transformation. FIF has become the go-to platform for companies seeking to attract, retain, and elevate top female talent. Based in Minneapolis, Angela enjoys giving back to the industry, championing meaningful change, and spending time with family, friends, and her two boys.

Let me know what you are interested in hearing about in future episodes of Success Your Own Way!

Seinfeld Characters Would Struggle as Professional Coaches

Posted on September 5, 2024April 23, 2025 by Tina-Schuricht

Seinfeld characters would struggle as professional coaches. My husband and I recently started watching old episodes of Seinfeld. Before diving into the first episode, I recalled fond memories of the series, watching it with college friends back in the 90’s – laughing and incredulous at the silly storylines and funny behavior. Watching it with my coach’s lens today, got me thinking…

For those unfamiliar with Seinfeld, the sitcom introduced us to a quirky group of friends whose antics and self-absorbed tendencies provided endless entertainment. However, if we were to imagine these characters stepping into the role of professional coaches, their lack of listening skills and tendency to talk about themselves would make them quite ineffective. Let’s delve into why these Seinfeld characters would struggle as professional coaches.

Jerry Seinfeld: The Comedian Coach

Jerry Seinfeld is a stand-up comedian known for his observational humor. While his wit and humor are endearing, they would not translate well into professional coaching. Jerry often focuses on trivial matters and avoids deep, meaningful conversations. As a coach, he would likely struggle to connect with his team on a personal level. His tendency to make light of serious situations would hinder his ability to provide the support that coachees need.

George Costanza: The Anxious Coach

George Costanza is infamous for his anxious behavior and constant self-pity. He is often preoccupied with his own problems and insecurities, making it difficult to focus on others. As a professional coach, George would likely be more concerned with his own failures and anxieties than with helping his coachee succeed. His lack of confidence and tendency to overthink every situation would create an atmosphere of uncertainty and doubt, rather than one of motivation and encouragement.

Elaine Benes: The Self-Centered Coach

Elaine Benes is known for her assertiveness and strong personality. While these traits can be beneficial in certain situations, they would not serve her well as a professional coach. Elaine often prioritizes her own needs and desires over those of others. As a coach, she would struggle to put her coachee’s needs first. She might become frustrated when things don’t go her way. Her impatience and tendency to dominate conversations would make it difficult for her to listen to her coachee’s concerns and provide effective guidance.

Cosmo Kramer: The Eccentric Coach

Cosmo Kramer, the eccentric neighbor, is known for his wild ideas and unpredictable behavior. Kramer often gets caught up in his own schemes and fails to consider the practical implications of his actions. As a coach, he would likely lead his coachee on wild goose chases and distract them from their goals. His lack of focus and tendency to prioritize his own interests would make it difficult for him to provide the structure and discipline that coachees need.

Conclusion

While beloved for their quirks and self-absorbed tendencies on TV, Seinfeld characters would struggle as professional coaches. Jerry’s focus on trivial matters, George’s anxiousness, Elaine’s self-centeredness, and Kramer’s eccentricity would all hinder their ability to effectively support a coachee. While they may provide endless entertainment on screen, their lack of listening skills and tendency to talk about themselves would make them ill-suited for the role of a professional coach.

So, what are the traits that great professional coaches have?

Ability to connect on a deeper level and build trust with the coachee
Creating an environment of motivation and encouragement
Patient listening that puts the needs of the coachee first
Providing structure, discipline, and supporting accountability of the coachee

In short…if you happen to bump into a professional coach that reminds you of Jerry, George, Elaine or Kramer, you may want to keep looking…

Tag: #Accountability