How to Coach Yourself and Others Techniques For Coaching | Page 68

accountability. Others cite lack of utility; the perverse, unintended
consequences of evaluation for accountability, such as diversion of
resources; emphasis on justification rather than improvement;
distortion of program activities; incentive to lie, cheat, and distort; and
misplaced accent on control.3 Table 3 suggests that the two basic
objectives of evaluations—accountability and learning—are generally
incompatible.

This is not to say that evaluation units face an either-or situation. Both
accountability and learning are important goals for evaluation
feedback. One challenge is to make accountability accountable. In
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