Dynamic Accountability Guidebook

A practical guide for organizations on their journey towards becoming more dynamically accountable - no matter their starting point. Explore the Guidebook 01 Understanding Dynamic Accountability Learn about Dynamic Accountability – what is it and why organizations should practice it. Read More 02 Applying Dynamic Accountability See practical actions for embedding Dynamic Accountability throughout all phases of an organization’s work. Read More 03 Demonstrating Dynamic Accountability Check out case studies illustrating how different organizations practice Dynamic Accountability. Read More 01 Understanding Dynamic Accountability Learn about Dynamic Accountability – what is it and why organizations should practice it. So what is Dynamic Accountability? It is a people-powered form of accountability that is responsive to the feedback of all those people and communities impacted by an organization’s work. Dynamic Accountability is an approach that goes beyond audited accounts and published reports. At the heart of the approach is a continuous dialogue with all those people impacted by our work (often referred to as stakeholders) about what they need, their priorities, what they offer, and how we can work together effectively.  It is about organizations creating spaces and a level of trust to be able to work together on what and how things should be carried out, as well as sharing the results and asking for how to improve.  When practicing Dynamic Accountability, CSOs move beyond a hierarchical ladder of accountability to a mutual, horizontal approach. Such relationship-building is fundamental to enabling a systemic change in the sector in the form of a power shift, whereby the people we work for and with become recognized drivers of the CSO work that affects their own lives. 02 Applying Dynamic Accountability See how Dynamic Accountability can be embedded in all phases of an organization’s work. Dynamic Accountability is both a continuous process and practice that should be applied during each phase of an organization’s work, for example: when planning a new partnership when implementing (doing) any activity when learning about the impact of a program when improving ways of working based on stakeholder feedback. Tips for embedding Dynamic Accountability in each stage of an organization's work: Meaningful engagement means that stakeholders feedback is used in decision making and can influence learning and adaptation. Being accountable looks like communicating about results to be transparent, with both meeting and/or exceeding intended outcomes and any failures. Figuring out what works and what doesn’t is essential in order to improve our work and ensure maximum impact. Things to consider: Close feedback loops! Ensure feedback collected during reflections influences decision making and steers adaptation – and that those who shared feedback are informed how it was applied. Consider your limitations and constraints. What can you feasibly improve and how can you communicate this clearly to those who may be impacted? Co-design your improvements with those who you work for and with since this will increase a mutual understanding of what is possible and necessary. Ask and validate whether the changes that you are making are appropriate and useful. Share your learnings with your funders and senior management. In this way, you can potentially make a stronger case for flexibility and adaptability within the way you work.