2 Ways to Build a High Ownership Culture

When ownership is low, it’s always hard to get things done.

7 signs you’re in a low-ownership culture:

  1. Normal requests are greeted with groans.
  2. It is a culture of ‘every man for himself’.
  3. Unhelpfulness is an art form. Volunteering is frowned upon.
  4. One person does most of the talking in meetings.
  5. Absenteeism is high.
  6. Quality is low.
  7. Salary is the only reason people show up.
Thumbs up.  Tolerance is approval when failure is ignored.

2 ways to build a high ownership culture:

#1. Give second chances.

Irresponsible failure produces negative consequences. Responsible failure deserves a second chance.

Tolerance is approval when there is failure.

When you tolerate irresponsible behavior, you get more irresponsible behavior. But if you punish? responsible fail, people stop trying.

You give the impression that failure doesn’t matter when you ignore it. Greet responsible failure with kind inquiry. Use two or three of the following questions.

  1. What did you learn?
  2. What factors contributed to this failure?
  3. What was the point of failure?
  4. What was left undone?
  5. What didn’t happen that should have happened?
  6. What will you do differently next time?
  7. What new skill would you like to develop?
  8. What training can help?

#2. Lower your intensity.

High energy leaders tend to get involved too quickly and solve problems for others too often.

When you get in, others get out.

Any problem you solve for competent team members teaches them that you solve their problems.

Every time you tell capable employees how to do their job, you are suggesting that they are not capable.

Intervene when:

  1. People do their best, but improvement stagnates.
  2. You are repeatedly faced with the same problems or errors.
  3. The frustration level rises. Moderate frustration is helpful. High frustration is destructive.

Healthy participation:

  1. Touch the base regularly. Lowering your intensity isn’t about being distant.
  2. Recognize what people do well.
  3. Question: “How can I help?” (But avoid doing people’s work for them.)

Which of the above suggestions for building high ownership seem most relevant to you?

What suggestions could you add to the ones mentioned above?