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In the world of interim and fractional executives, there’s no room for fluff. You’re dropped into a company mid-crisis, mid-turnaround, or mid-transformation. You’re expected to hit the ground sprinting—not just running.
So let’s talk about the word that gets tossed around like confetti but is often completely misunderstood: accountability.
We sat down with Sam Silverstein, founder of Sam Silverstein Enterprises and the Accountability Institute, and author of multiple books on leadership and culture, to unpack what accountability actually means—and why it matters more than ever for executives who lead without long-term guarantees.
Spoiler alert: It’s not about barking orders or micromanaging from the corner office.
Stop “Holding People Accountable.” That’s Not Leadership
Accountability is not a tactical conversation, Sam told us. “It’s a relational one.”
Most leaders think accountability means holding people accountable — translation: finding someone to blame when things go sideways. That approach may work short-term (if fear is your motivator), but it doesn’t build sustainable performance.
“Accountability is about keeping your commitments to people,” Sam said. “t’s not about doing, it’s a way of thinking about our people.”
When leaders think of accountability as a way of being, not doing, they build trust. And trust is what drives teams to show up and go above and beyond—even in tough times.
Accountable To vs. Accountable For
This is the drop-the-mic moment from the conversation.
“If someone is my boss, I’m accountable to them—they sign my check,” Sam said. “But if I’m the CEO, I’m accountable for my team—their safety, their success is my responsibility.”
The distinction is everything:
- Accountable to = Responsibility up the chain
- Accountable for = Responsibility down the chain
Interim and fractional execs need to understand both—because you’re navigating both directions. You’re stepping into unfamiliar teams. You weren’t there to build the culture, but you’re now expected to uphold (or fix) it.
And you’re doing it with limited time, high expectations, and often, very little runway.
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From Families to the Boardroom: A Leadership Shift
To make it even more real, Sam shared a personal story.
As a kid, he was accountable to his parents—basic stuff: keep the room clean, do the homework (he jokes he batted “about 125” on that one).
But now, as an adult, he finds himself accountable for his mother’s well-being. He helps manage her care, her finances, and her safety. That shift—from “to” to “for”—represents a deeper level of commitment. It’s no longer about obedience or rules. It’s about stewardship.
“A stewardship relationship is the highest form of accountability,” he said. “And that’s what being a leader is about.”
Culture: What You Allow, You Condone
Tara Stone, Sam’s partner in the Accountability Institute, jumped in with a line that hit hard:
“What you allow in your space, you condone.”
Especially in interim roles, where you’re the outsider, there’s a temptation to “go along to get along.” But the minute you ignore toxic behavior, shady ethics, or misalignment with values—even for convenience—you’ve endorsed it.
Leadership is lonely. Interim leadership is lonelier. But accountability means standing for something—even if it means walking away from a deal, a role, or a client.
A Final Word for Interim and Fractional Execs
You’re not a placeholder. You’re not a “temp CEO.” You’re a steward of the team, the culture, and the mission—even if you’re only there for six months.
You’re accountable to the board, the investors, or the owner. But more importantly, you’re accountable for the people on the ground. Their success is your responsibility. That’s the mindset that sets transformational leaders apart from transactional ones.
Want to Build a Culture That Inspires Accountability?
At InterimExecs, we believe in matching organizations with leaders who get it—who don’t just drive results, but do it the right way.
If you’re a company looking for accountable leadership—or an executive ready to lead with purpose—connect with us here.
Or follow us on LinkedIn and Instagram for more insights and leadership riffs.
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