How to Build a Team That Takes Ownership

Why the Best Leaders Step Back So Their Teams Can Step Up

A few years ago, I coached a manager who was frustrated that her team wasn’t taking ownership of their work. Deadlines were slipping, projects stalled without her intervention, and no one seemed to take initiative. She told me, “I don’t get it. I tell them exactly what needs to be done. Why aren’t they stepping up?”

Her mistake? She was telling her team what to do instead of empowering them to own the results.

When employees don’t feel responsible for outcomes, they’ll wait for direction, avoid risks, and only do what’s required. But when leaders create a sense of ownership, teams step up, take initiative, and drive results without constant oversight.

Why Employees Avoid Taking Ownership

🚫 They don’t feel trusted. If leaders micromanage or second-guess decisions, employees hesitate to take responsibility.

🚫 They don’t see the impact. If team members don’t understand why their work matters, they won’t feel invested in the results.

🚫 They’re used to being told what to do. If leadership always dictates tasks, employees won’t develop the habit of thinking proactively.

🚫 They fear failure. If mistakes are punished rather than used as learning experiences, people will avoid taking initiative.

How to Inspire Real Accountability

✔ Delegate Outcomes, Not Just Tasks
– Instead of saying, “Complete this report,” say, “Own this project and decide the best way to deliver it.”

✔ Ask for Solutions, Not Just Problems
– If a team member comes to you with an issue, don’t solve it for them. Instead, ask, “What do you think we should do?”

✔ Give Freedom With Clear Expectations
– Ownership thrives when people have both autonomy and clarity. Define the goal, then let them figure out the how.

✔ Let People Make—and Learn From—Mistakes
– If employees fear consequences for missteps, they’ll never take risks. Instead of blame, turn mistakes into learning moments.

✔ Recognize Ownership Publicly
– When someone takes responsibility and drives results, highlight it: “This initiative was completely led by Alex, and it made a huge impact.”

Try This Today: The “No Answers” Challenge

For the next 24 hours, when your team brings you a question, resist the urge to answer right away. Instead, respond with:

👉 “What do you think?”
👉 “How would you approach this?”
👉 “What’s your recommendation?”

This simple shift encourages problem-solving and signals to your team that they have the ability—and the responsibility—to take action.

Lead Forward by Creating Leaders, Not Followers

The best teams don’t wait for instructions—they take ownership and drive success. But that starts with leadership that trusts, empowers, and expects people to step up.

In Lead Forward!, I share the exact strategies that help leaders shift from managing every detail to building teams that own their work. If you’re ready to step back and watch your team rise to the challenge, let’s make the shift together.

Tomorrow, we’ll take this further by exploring how leaders can develop a growth mindset—not just in themselves, but in their teams—to encourage learning, adaptability, and continuous improvement.