Are You Showing Up for Yourself? A Deep Dive into Self-Accountability

Have you ever stopped to consider how you're showing up for yourself? It’s a question that might seem strange at first, but it can lead to some of the most powerful shifts in performance and clarity. In this post, we’re going to explore self-accountability through a simple but revealing thought experiment involving two versions of you: an employee and a manager.

By the end, you’ll have a clearer lens on your daily behaviour—and practical ways to raise your own standards without burning yourself out. Let’s get into it.

The Employee–Manager Thought Experiment

Imagine there are two versions of you. One is the employee—the one who does the work. The other is the manager—the one responsible for results, direction, and performance.

Now let’s take that thought experiment a step further.

Step 1: You as the Manager

Put yourself in the manager’s seat. You pay the employee (also you) a wage. You expect them to show up, do the work, and generate results that justify their role.

That doesn’t sound unreasonable, right?

As the manager, you have standards. You expect productivity. You expect contribution. You expect outcomes. You’re not asking for perfection—just consistency and effort in the right direction.

Step 2: You as the Employee

Now switch roles.

Become the employee.

Look honestly at what you’ve been doing today. Or this week. Or this month.

If the manager version of you was watching, what would they say? Would they be impressed? Or would there be a few uncomfortable performance questions?

This is where the exercise gets revealing—and useful.

The Power of Self-Accountability

What this experiment highlights is the importance of self-accountability. It’s easy to stay busy. It’s harder to be effective.

Many people spend their days doing things that feel productive, but don’t actually move the needle.

Recognising Positive Procrastination

Positive procrastination is deceptive. It doesn’t look like avoidance. It looks like work.

Reorganising systems. Planning endlessly. Researching tools. Tweaking workflows. Reading “one more” article.

All of it feels productive—but none of it creates results.

If the manager version of you asked, “What did this move forward?”—would you have a clear answer?

Overcoming Positive Procrastination

The fix isn’t working harder. It’s working more honestly.

Ask yourself:

• Did this activity directly move me closer to my goal?
• Or did it just keep me busy?

The manager version of you doesn’t pay for effort. They pay for outcomes. Make sure your actions reflect that reality.

Showing Up for Yourself

At its core, this is about showing up for yourself in the same way you’d expect from someone you employ.

Self-accountability isn’t harsh. It’s respectful.

Why Self-Accountability Matters

Without self-accountability, it’s easy to drift. You stay busy but stagnant. Motivated but inconsistent.

With self-accountability, you create momentum. You stay focused. You build trust with yourself—one completed action at a time.

That trust compounds.

How to Increase Self-Accountability

Use the employee–manager check-in regularly. Ask:

• Did I earn my “salary” today?
• Did my actions match my standards?

Pair this with clear, measurable goals so accountability isn’t vague or emotional—it’s objective.

And finally, don’t do it alone. Accountability accelerates when someone else can see the scoreboard. A coach, mentor, or peer can make all the difference.

Conclusion

Self-accountability is one of the most powerful levers for growth—personally and professionally. When you treat yourself like both the employee and the manager, clarity increases and excuses fall away.

So ask yourself honestly:
Are you showing up for yourself?

The rest really is down to you.

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