Ask Angela
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Workplace dilemmas, tackled with colour and clarity.
Introducing a new feature from The Squeeze, where Angela draws on her wealth of experience to offer practical, no-nonsense advice through the lens of Insights Discovery.
Dear Angela,
No matter how many times I set clear deadlines, things still seem to drift. There is always a reason why something could not be done on time. Someone was off, priorities changed, or another team did not deliver. I do not want to turn into a nag, but I am spending too much time chasing. How can I stop this pattern and build more accountability?
– Signed, Deadline Drifter
Dear Deadline Drifter,
You are not alone. This is one of the most common frustrations I hear from managers. It is rarely about people being lazy or careless. More often, it is about people seeing accountability differently.
Deadlines slip for all sorts of reasons, but what really matters is what happens next. Do people acknowledge it and carry on? Or do they take ownership and put things right?
Try this:
Check your tone, not your intent. You can still be clear and decisive – just soften the edges. A simple “How does that land with you?” can invite others in.
Give people a moment. Especially in meetings, your pace might be a sprint while others are warming up. A pause is not a weakness.
When I run workshops, I often see how the Insights Discovery colour energies show up when deadlines are at risk.
- Fiery Reds like to get results and can get impatient when others slow them down. If something slips, they want quick fixes. Encourage them to focus on collaboration, not just control.
- Sunshine Yellows are full of enthusiasm but can overpromise. They mean well, but sometimes take on too much. Help them prioritise and plan before committing.
- Earth Greens want harmony and may not want to let anyone down. When things start to slip, they might quietly avoid the conversation. Give them space to talk openly about what is blocking them.
- Cool Blues care deeply about getting things right. If they feel the data or process is not perfect, they may delay. Reassure them that progress is often better than perfection.
When you understand these patterns, you can spot what is really going on behind a missed deadline and tailor your approach to help each person move forward.
Replace chasing with curiosity
It can be tempting to fix the problem yourself, but that often keeps you stuck in a loop.
Instead, try asking:
“What got in the way this time?”
“What needs to change for next time?”
“What is the first useful step from here?”
These questions turn a chase into a conversation and help people take ownership.
Reward ownership when you see it
Notice when someone calls out an issue early or takes steps to recover a delay.
That is accountability in action. When those behaviours are recognised, others start to follow suit.
Model it yourself
If something slips on your side, name it.
“I said I would share that report by Tuesday. I missed it, and here is how I will fix it.”
It shows that accountability is not about blame or perfection. It is about noticing, owning, and acting.
A shared language for moving forward
If this sounds familiar, it might help to give your team a simple, shared way to talk about accountability. We often use a tool that helps people recognise when they are taking ownership and when they are not. It gives everyone the same reference point and makes these conversations quicker and easier.
You can find out more here: The Accountability Ladder
Warm regards,
Angela
Accountability Ladder
