Start with the agreed commitment and the result that occurred. Ask what contributed to the gap, including unclear instructions, capacity, dependencies and individual choices. Keep responsibility visible without making assumptions about motive.

Agree how the immediate issue will be corrected and what will prevent a repeat. Record an owner and a review point. Where formal performance processes are relevant, use the organisation’s established procedures. Everyday accountability conversations should remain factual, respectful and connected to the work.

A workplace example

Try this in practice

1. Confirm the original commitment.
2. Examine the facts and contributing factors.
3. Assign a corrective action and review date.

EQ TrainingPractical emotional intelligence and leadership training across Africa, live online and in-house.