The MPP Accountability Loop
A five-step structure for clear, respectful performance conversations and consistent follow-through.
The MPP Accountability Loop is a practical conversation framework used by Phil Brown at Momentum Performance Partners within Leading Forward. It helps managers name expectations, listen, describe gaps, agree on action and support, and review progress.
MPP’s contribution is the selection, sequence, language, and application of established management practices. The tool is not presented as the invention of accountability or as a validated research instrument.
The five steps
- Name the expectation. “The expectation we discussed was…” Identify the behavior, result, or agreement.
- Ask and listen. “Walk me through what happened.” Check your understanding before choosing a response.
- Describe the gap and its impact. “What occurred was… The impact on the work is…” Separate observations from assumptions.
- Agree on action and support. “What needs to happen next, and what support is needed?” Name responsibilities on both sides.
- Set the follow-up. “We will check progress again on…” Specify the date and evidence, then keep the appointment.
Why a loop?
The review brings the manager and employee back to the expectation. If performance improves, acknowledge it and determine what support should continue. If the gap remains, examine the evidence and agree on the appropriate next step. Accountability continues after the initial conversation.
A worked example
An employee’s weekly update repeatedly omits decision requests. The manager first checks the agreed format, asks how the update is prepared, describes how missing requests delay decisions, and agrees to provide an example. The employee will use the format next Thursday. They will review that update together on Friday. This is an illustrative scenario.
Use the loop when…
- An expectation has been missed or interpreted differently.
- A small recurring issue needs a prompt conversation.
- You need to prepare for a respectful discussion with a former peer.
Use the right process for the situation
The loop is a preparation and follow-through aid. Use the organization’s required process for safety, formal complaints, or other matters requiring escalation. A conversation framework does not determine disciplinary decisions.