Building Team Accountability is the art of dealing with a team and an individual. It depends on many factors, such as: organizational structure, the culture, the scope, size, or project duration, waterfall / agile, type of resources the experience of team members, and finally, the quality and experience of the Project Manager.
From these factors, and given that projects are a unique, the Project Manager does not have much space for experiments. From my experience the model described by Patrick Lencioni in the book The Five Dysfunctions of a Team: A Leadership Fable, proved to me as successful.
If we want to achieve Team Accountability, we have to first ensure that the team's trust is built. Building trust is key!
We can easily lose trust and it is always about a certain level of vulnerability on all sides, to establish trust.
The next step is to mastering conflicts in the team. There are always conflicts in teams, and in fact, how team members can deal with that determines the success of the team.
Another step is achieving commitment, where team members commit to results that they fulfill and take responsibility. They are clear about what they should to do and where they need to find a solution and where they are challenged.
If it is clear here, then an environment for Team Accountability is prepared. Team members strive to support themselves to achieve the goals they are committed to. The behavior of individuals that would sabotage the achievement of results or goals in a team strongly resonates to eliminate it.
Finally, a good team always happy to present the results they reach about.
If the Project Manager orchestrate all of this as mentioned, I guarantee certainly will notice it. This feeling is exceptional and wants to experience it again!