This interview is with Manasvini Krishna, Founder at Boss as a Service.

Manasvini Krishna, Founder, Boss as a Service

Manasvini, can you tell us a bit about yourself and your journey to becoming an expert in accountability?

I am a lawyer by training, and coder by passion. I have built a few start-ups that combine technology and convenience to provide time-consuming solutions for professionals in various fields. But I’ve also struggled with akrasia—procrastination—most of my life. At times, it’s kept me from meeting vital deadlines or following through on my plans to create the things I want.

While researching ways to overcome akrasia, I found accountability to be amongst the top recommendations. But most accountability platforms and solutions were created either on technology or on the human touch. I wanted to create a platform that combines both, which formed the basis for Boss as a Service.

What initially sparked your interest in accountability, and how has that passion evolved throughout your career?

I experimented with several ways to beat akrasia and found that accountability led to the most success most of the time. The results were always better when there was human accountability, i.e., an accountability partner or coach. With this in mind, I created Boss as a Service.

Since launching this platform, I’ve learned even more about how accountability can be useful for people who, for example, struggle with productivity due to conditions like ADHD or mental health issues. A lot of our clients express a desire for strict accountability to help them overcome issues they face because of these conditions. That’s helped strengthen and modify my passion.

You’ve worked with many clients striving for various goals. Can you share a memorable experience where you helped someone dramatically improve their accountability?

Without naming names, I can give examples of a client who recently shared how accountability has helped them stay consistent with their exercise regimen and get in better shape—something they’ve never been able to do before. This is a client who does not always respond to our nudges or share a lot about their habits and days, but they also mentioned how just a text once a day from us is motivating enough for them to stick to their goals.

From that experience, what key takeaway can readers apply to their own lives to boost their accountability?

I think the key takeaway should be that consistency is key for both accountability and productivity. Success will not be instant or constant, but if you stick to the plan and keep learning the lessons so you can do better, you’re bound to exceed your own expectations.

Many people struggle with staying motivated and on track. What’s your go-to strategy for maintaining momentum when facing challenging goals?

People often lose motivation and momentum when the goal seems too big for them to fail. The trick is to make the goals SMART-specific, measurable, achievable, realistic/relevant, time-bound. This way they can break the big goal into tiny, easy, measurable steps. Each step should be treated like a goal in itself.

The more steps you get through, the bigger momentum you build and keep moving forward. Another strategy is to tie a real consequence with the goal as a motivator—like using Beeminder, which makes you put your money where your mouth is to ensure you get work done.

You mentioned using tools like Beeminder to enhance accountability. Are there other tools or techniques you recommend for individuals or teams?

Focusmate is another great tool for accountability for individuals. It works on the principle of body-doubling, where you and another person do your own work but keep an eye on each other to ensure there’s no deviation.

Accountability isn’t just about individual progress; it’s also crucial for teams. How can leaders foster a culture of accountability within their organizations?

Leaders can use many different techniques to foster accountability—peer mentorship is one that most organizations already have in place. Another idea that is both fun and effective is to introduce ‘challenges’—set a work goal for the team and make it a challenge to be completed by a certain day or have a winning parameter. Let the team share its progress every week till the deadline, and all the members will provide feedback, encouragement, and help to each other.