What causes a team to need more ownership? We often hear about teams or people that exhibit significant ownership, but very little is said about the opposite.
Ownership is critical to effective teamwork and a unit's success. When a team lacks ownership, productivity wanes, motivation fades, and the chances of winning diminish. The absence of ownership within a team can be likened to a ship adrift without a captain, lost in a sea of ambiguity and disarray.
True leaders understand that ownership is not about control but empowerment and inspiration. — Simon Sinek
I love this quote from Simon Sinek because ownership is 100% about empowering those closest to the problem. It’s not about boosting your ego or making you feel necessary.
But what would cause a team to lack ownership in the first place?
What underlying issues plague group dynamics and hinder progress or collaboration?
In today’s post, I’ll share some of the underlying symptoms and reasons why teams lack a culture of ownership.
What is Ownership?
In the team context, ownership means an individual or collective commitment to taking initiative, making decisions, driving progress, and ensuring the success of the shared goals and objectives.
For lack of better words, someone or a team of people sees something within their control and improves the situation.
Units or people with high ownership — don’t wait to be told what to do.
They are Proactive.
Have a willingness to assume responsibilities.
Have a sense of pride and dedication toward fulfilling one’s duties and obligations.
Root Causes for Lack of Ownership:
1. Ambiguous Goals and Objectives:
Clarity breeds ownership, while ambiguity creates detachment and apathy within a team. A team needing more ownership typically stems from a need for clear direction, goals, or objectives.
In my experience, I have seen leaders so focused on meeting their supervisor's expectations and goals that they abandon their folk's development. This is problematic as subordinates need a clear purpose or will become demoralized quickly.
The bottom line is that people need goals and objectives to thrive. As a leader, you must guide them toward accomplishing their goals. If they lack ownership, be persistent in granting them the required authority.
2. Absence of Accountability:
Have you ever seen someone willingly raise their hand and accept accountability for a failure?
9 out of 10 times, it ends well for that person.
Any leader who accepts accountability of the people and equipment under their control creates an environment free from finger-pointing, defensiveness, shifting blame, or disengaging from their duties.
Leaders must set expectations and hold their personnel accountable. Too often, I see people giving multiple chances instead of enforcing strict standards and discipline. The problem is that everyone else also sees that an individual needs to be held accountable. This then becomes an issue that spreads like wildfire.
3. Poor Communication and Collaboration:
Fragmented approach: Clear communication channels lead to understanding and collaboration. However, with clear communication, team members may collaborate, focusing solely on their tasks without considering the broader objectives of the team.
Lack of Alignment: When communication is strained or ineffective, team members may have differing interpretations of goals, expectations, or priorities. This lack of alignment can lead to confusion, frustration, and a diminished sense of ownership as individuals struggle to understand their roles within the team’s collective efforts.
Lack of Trust: Do people trust each other? Is it a team of individuals? Are people communicating behind closed doors? Are they open and fully engaged?
4. Leadership Deficiencies:
It’s tough to be a leader in the modern day. Everything you say or do is often criticized by those who know nothing about the weight of responsibility a leader carries.
But — there’s no denying that a leader is responsible for whether or not there is a culture of ownership.
When leaders fail to provide direction, support, or empower their team, they create a sense of disillusionment among team members.
You will often find that ownership becomes a foreign concept, and individuals may feel disengaged from their roles.
5. Fear of Failure or Repercussions:
This lack of ownership might also be rooted in the fear of failure or repercussions. If one is not bold in taking risks, innovating, or making independent decisions, one would refrain from taking ownership of tasks. Cultures of fear kill creativity, initiative, and ownership and encourage hesitancy and self-preservation.
If you notice any of these underlying symptoms, you are likely in an environment that lacks ownership. The good news is that you can be the change that brings trust, accountability, and ownership back.
It won’t be easy. Cultures are deep-rooted and are often the result of years of neglect or deficiencies.
Regardless — it’s the right thing to do. Your folks will benefit from empowerment, and so will the overall organization.
Happy reading,
Brandon
