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A guide to building cross-functional accountability that actually holds
What makes shared accountability structures work versus collapse back into departmental blame.
Shared accountability structures work best when a meaningful share of leadership incentive is genuinely tied to the shared outcome, not just a symbolic joint metric sitting alongside separate departmental targets that still carry most of the actual weight.
They also need a resolution mechanism for when the shared metric underperforms — without one, cross-functional accountability tends to collapse back into departmental blame the first time results disappoint.
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