“ Organizations with staff members who feel a high sense of ownership tend to be more efficient , consistently achieve better outcomes and require less intervention .”
“ Organizations with staff members who feel a high sense of ownership tend to be more efficient , consistently achieve better outcomes and require less intervention .”
1 . SHARE THE VISION . Often , staff don ’ t see the big picture we are trying to achieve . Don ’ t underestimate the importance of sharing that vision with staff members . The people folding towels and cleaning hallways are part of the guest experience . Everyone is . Communicating the vision will help everyone understand their role and feel connected to the overall mission .
2 . INCREASE CLARITY . A lack of ownership is often a reflection of a lack of clarity . When team members don ’ t understand their own role or are unclear about who does what and when , they will often default to doing less . If another team member takes initiative and assumes some of the responsibilities when they fall short , your staff may feel disengaged . Ensure that priorities , roles , job descriptions and daily routines are crystal clear .
3 . DELEGATE MORE . Avoid micromanaging . If someone else can handle a task , give them the growth opportunity .
4 . INVOLVE THE TEAM IN GOAL-SETTING . Ownership isn ’ t something that happens by chance . Actively engage your team and ask them to help you with planning , goal-setting and defining standards .
5 . FIND OUT WHY . In one-on-one conversations , explore why team members chose their roles and what makes their job meaningful to them . Connecting their work to their personal sense of meaning is empowering and can foster ownership .
6 . LET THEM CHOOSE HOW . Provide clear outcomes and expectations around quality , but let your team find their own ways to achieve them .
7 . TAKE THE BLAME , SHARE THE PRAISE . As a leader , your role is to absorb criticism and share successes . Demonstrate accountability and celebrate your team ’ s achievements openly .
8 . LINK PERSONAL GOALS TO PERFORMANCE . Another excellent one-on-one tactic is to ask your staff members about their work aspirations . Show them how taking ownership now can help them achieve their personal goals . Be specific about how their current work aligns with their career path .
9 . END DEPENDENCE TO EMPOWER . Create a culture of trust rather than one of fear . Encourage staff to rely on each other for support and accountability , rather than feeling they must constantly prove themselves to you or ask for your approval .
10 . REWARD OWNERSHIP QUICKLY AND OPENLY . Wherever and whenever you see someone demonstrating ownership , bring immediate attention to it , name it specifically , thank them publicly and be sincere .
Leadership Call to Action After selecting your three focus areas , create a detailed plan and mark key opportunities in your calendar to implement them . It may help you to tell a peer or assistant of your intentions .
In some situations , it can be helpful to present your plans openly to your team . For example , you might share something like ,“ I have been reflecting about how this team performs when we are at our best , and I would like to support that by …” or “ I appreciate all your hard work , and I want to recognize that I can be more supportive by …”
In other cases , you might choose to implement changes more quietly . Observe how your team responds and take note of what feels challenging versus what comes naturally to you . This process can also be a valuable opportunity for personal growth and selfdiscovery . n
DR . JONATHAN ELLERBY provides custom support and leadership programs to facilitate balancing accountability with the powerful tools of emotional intelligence , psychological safety , mindfulness and well-being . | jonathanellerby . com
22 PULSE n OCTOBER / NOVEMBER 2024