Ownership is the killer of Collaboration

Ditch Ownership and embrace Accountability: The Secret to True Collaboration (But Executives, Listen Up!).

We've all been there: the project or the ask from a leader where "ownership" became a battleground, not a beacon. Someone guarded their piece like a dragon hoarding gold, stifling innovation and creating silos or, worse, marauding like a Mongol building empire. In today's fast-paced, interconnected world, rigid ownership is a collaboration killer.

Let's be clear: I'm not advocating for a free-for-all where everyone does everything and no one is responsible. Anyone who knows me, that is not my style. Instead, I prefer a shift from "ownership" to accountability within collaboration.

The Problem with Ownership (as traditionally practised):

• Territorialism: "Ownership" often breeds a sense of territory, leading to information hoarding and a reluctance to share.

• Siloed Thinking: When someone "owns" a task, they may focus solely on their piece, neglecting the bigger picture and hindering cross-functional synergy.

• Fear of Failure: The pressure of sole ownership can create a fear of failure, leading to risk aversion and a lack of innovation.

• Stifled Creativity: When one person holds all the cards, diverse perspectives are often ignored, limiting the potential for creative solutions.

The Power of Accountability within Collaboration:

Instead of asking, "Who owns this?" let's ask, "Who is accountable for ensuring this gets done, and how can we collaborate to achieve it?"

Here's how this shift empowers teams:

• Shared Responsibility: Accountability within collaboration encourages shared responsibility, fostering a sense of collective ownership and investment in the project's success.

• Transparent Communication: Clear accountability necessitates transparent communication, ensuring everyone knows their role and how their contributions impact the overall goal.

• Empowered Participation: When individuals are accountable for their contributions within a collaborative framework, they feel empowered to share their ideas and take initiative.

• Faster Problem-Solving: With clear accountability, issues can be addressed quickly and efficiently, as everyone understands their role in finding solutions.

• Enhanced Innovation: Collaboration thrives on diverse perspectives. When individuals are accountable for their contributions, they're more likely to share their unique insights, leading to innovative solutions.

The Executive Leadership Trap: Confusing Accountability with Total Control

Here's the twist: often, executive leadership misunderstands accountability. They believe it means they must "own" every single piece of the puzzle. This leads to:

• Micro-management: Executives attempt to control every detail, stifling autonomy and creating bottlenecks.

• Information Overload: They become overwhelmed with minutiae, losing sight of the strategic vision.

• Delegation Breakdown: They struggle to delegate effectively, believing they are the only ones capable of ensuring accountability.

The Trickle-Down Effect: Confusion at the Lower Ranks

This executive confusion filters down, leading to:

• Blurred Lines: Lower-level employees struggle to differentiate between accountability and ownership, leading to confusion and frustration.

• Fear of Empowerment: They hesitate to take the initiative, fearing being held solely responsible for failures.

• Reduced Collaboration: The emphasis on individual "ownership" stifles collaborative efforts, as employees focus on protecting their turf.

How to Implement Accountability within Collaboration (and Clear Up the Confusion):

• Define Clear Roles and Responsibilities: Ensure everyone understands their specific contributions and how they fit into the overall project.

• Establish Clear Communication Channels: Foster open and transparent communication, encouraging regular updates and feedback.

• Promote a Culture of Trust and Psychological Safety: Create an environment where individuals feel comfortable sharing ideas and taking risks without fear of judgment.

• Implement Collaborative Tools and Technologies: Utilize tools that facilitate seamless communication and collaboration, such as project management software, shared document platforms, and video conferencing.

• Focus on Outcomes, Not Just Tasks: Emphasize the desired outcomes and empower teams to find the best way to achieve them.

• Executive Training: Executives must be trained on the difference between accountability and ownership. Accountability is ensuring something gets done, not necessarily doing it all themselves. Delegation and trust are key.

• Regular reviews and feedback: Establish a system of regular reviews that are focused on outcomes and designed to give constructive feedback.

By shifting from a culture of ownership to one of accountability within collaboration and ensuring executive leadership understands the true meaning of accountability, we can unlock our teams' true potential and drive tremendous success. Let's move away from guarding our "turf" or growing empires and embrace the power of collective intelligence.

What are your thoughts on this shift, especially regarding the executive leadership trap? Share your experiences and insights in the comments below!

#collaboration #accountability #leadership #teamwork #innovation #projectmanagement #executivetraining

#collaboration #accountability #leadership #teamwork #innovation #projectmanagement