Get Curious

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Are You Holding on Too Tight?

Cultivate accountability by first developing self-awareness on your ability to let go.

Ask yourself: How am I fostering an environment that empowers my team to take ownership? Consider whether your actions enable their growth or inadvertently create reliance. Reflect on moments where stepping back could have encouraged their independence.

Delegating thoughtfully—even on a project you care about—builds your team's confidence and independence.

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What Does Ownership Mean?

Ownership begins with understanding how your team perceives accountability and creating space for them to connect with their responsibilities.
Ask your team: What does accountability feel like to you? Do they view it as a burden or as an opportunity to grow and contribute? Pay attention to their responses. The language they use will reveal their mindset about responsibility.

Understanding their perspective on ownership gives you a roadmap to cultivate genuine accountability.

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Are You Allowing Them to Decide?

Accountability grows when your team has the freedom to make decisions and learn from their choices.

Instead of answering every question or making every call, try this: the next time someone comes to you with a problem, ask, What options are you considering? This shifts the responsibility back to them and reinforces their capacity to make decisions. It’s not about abdicating responsibility; it’s about distributing it.

Ownership exists when your team feels empowered to act without your constant oversight.

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Insight

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Psychological Ownership

Psychological ownership is the feeling that “this is mine.”

Research from Pierce et al. (2001) shows that when people experience this sense of ownership, they are more invested and engaged. It’s linked to increased effort, better decision-making, and greater alignment with organizational goals. This isn’t just about handing over tasks—it’s about creating emotional stakes in the outcome.

People are more accountable when they care deeply about the work and its results.

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The Paradox of Control

The more you control, the less accountable your team becomes.

Harvard Business Review (2020) highlights that autonomy fuels creativity and problem-solving. Teams that feel their manager is too hands-on often underperform because they focus on compliance rather than results. By loosening your grip, you invite your team to step up.

Accountability thrives when leaders let go and prioritize outcomes over how the work gets done.

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The Role of Clarity

Ambiguity kills accountability.

A study by Lencioni (2002) found that teams without clear expectations and goals are far less likely to deliver results. Ownership doesn’t mean guessing—it means knowing exactly what’s expected and having the tools to deliver. Vague instructions leave room for confusion and excuses, while clarity builds confidence and commitment.

Setting clear expectations makes accountability possible.

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Action

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Define Success Together

Co-create ownership by involving your team in defining success.

Schedule a meeting to discuss: What does a great outcome look like for this project? Let them articulate their vision and align it with the team’s goals. This simple act gives them a stake in the results and eliminates the confusion that derails accountability.

When they define success, they own the outcome.

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Shift the Default Question

Change the way you respond to problems.

Instead of immediately offering solutions, ask: What would you do if you were in charge? This reframes challenges into opportunities for your team to exercise judgment. Over time, they’ll start coming to you with ideas instead of questions, reinforcing their sense of ownership.

Empowered teams seek solutions instead of approval.

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Create a Feedback Loop

Foster accountability by encouraging open dialogue.

When setbacks happen, use them as opportunities to reflect with your team: What can we learn from this, and how do we move forward together? Focus on solutions and next steps, reinforcing a shared commitment to improvement. Creating space for honest conversations builds trust and strengthens the team’s resilience.

Accountability requires trust, shared effort, and continuous improvement.

Thank you for joining me this week. Remember: Accountability thrives when leaders step back, foster trust, and empower their teams to take ownership through clear expectations, autonomy, and collaborative growth. Feel free to forward this to someone who might benefit from it.

Here’s to leading with intention and curiosity!

Cheers,

Del

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