Many business leaders have worked hard to build their company's culture, only to realize that they've created a culture without accountability. There's a healthy work/life balance and employees enjoy being together, but productivity isn't as strong as it should be and no one seems to be on the same page.

Many leaders are afraid of being "the heavy" and ruining company culture by suddenly holding employees accountable for their work. How can you create accountability throughout your organization without damaging morale?

If you want to guarantee that you and your leadership team will never achieve your vision, get comfortable using the following phrase over and over:

“Kind of.”

Trust me, nothing will kill your company (and maybe you) faster.

Many companies don’t communicate their vision to employees, and this leaves the entire organization wondering, “Where are we going?” If your employees don’t know where you're going, how can they help you get there?

In fact, many employees don’t even know what a company vision is. A company’s Vision, simply put, is a matter of defining:

• Who you are
• Where you are going
• How you will get there

This is part two of a two-part series exploring what it means to develop leaders throughout your entire organization. See part one here.

You’ve begun to produce a leadership legacy when your leaders are producing other leaders. If you’ve guided your leaders on your own team well, they will do this independently of you – if they still need your help guiding their team, your work isn’t done yet.

When you start to see that third-generation leader rise, you know you’re almost there. You’ve created a leader equal to or better than yourself who has created a leader who is in turn equal to or better than they are. This allows everyone to rise as the company wins.