As companies grow and scale, injecting accountability structures into the culture becomes critical. As Peter Drucker famously said, “If you can’t measure it, you can’t manage it.” Currently, two of the most popular goal setting frameworks are John Doerr’s Objectives and Key Results (OKRs) method and Gino Wickman’s Entrepreneurial Operating System (EOS).

I have worked with many companies who have described their culture first and foremost as “a family.” What they generally mean is that they greatly value the relationships that they have with their colleagues at work. Though there is nothing wrong with building strong relationships with your colleagues, I have found over the years that the “family” culture has a dark side – a lack of accountability.