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 376