How to Gain Autonomy at Work (Without Asking For It)

This is a story about four people named Everybody, Somebody, Anybody, and Nobody.

There was an important job to be done, and Everybody was asked to do it. Everybody was sure Somebody would do it. Anybody could have done it, but Nobody did it.

Somebody got angry about that because it was Everybody's job. Everybody thought Anybody could do it, but Nobody realized that Everybody wouldn’t do it.

It ended up that Everybody blamed Somebody when Nobody did what Anybody could have done.

Sound familiar? If you’ve ever worked in an organization where accountability is unclear, you’ve seen this story play out in real life. While many professionals crave autonomy in their roles, they often overlook the essential foundation that grants them that freedom—ownership.

Ownership: The Foundation of Professional Growth

Ownership means taking full responsibility for outcomes, proactively solving problems, and acting as if the success of a project or initiative depends on you. It's more than just doing your job—it's anticipating challenges, creating solutions, and making decisions that move the business forward. Without ownership, work becomes focused on completing tasks, and autonomy remains out of reach.

When we take ownership, we go beyond checking tasks off a list. Even as challenges arise, we ensure the right things get done instead of making excuses.

A product manager who fully owns a feature launch—resolving roadblocks, keeping stakeholders informed, and ensuring quality—gains the trust and confidence of leadership. That trust is the beginning of something even more powerful—credibility.

Credibility: The Currency of Trust

Credibility is built through ownership. It’s earned when others see you following through on commitments, delivering results, and making thoughtful decisions. Leaders are less likely to micromanage, and peers are more willing to follow your lead. Credibility is the bridge between ownership and an ultimate workplace goal many of us strive for—autonomy.

The more credibility you build, the more others trust you to operate independently.

A high-performing sales director who consistently exceeds targets and makes strategic decisions that support the business builds credibility with leadership, peers, and direct reports.

Autonomy: The Reward for Reliability

When you have credibility, you gain autonomy—the ability to make decisions and execute work with minimal oversight.

Autonomy isn’t granted simply because someone wants it; it’s earned through a track record of ownership and reliability—paid for in the currency of credibility.

When people are given autonomy, they often feel a stronger sense of ownership because they have control over their work. By navigating challenges, making critical decisions, and delivering measurable outcomes, they reinforce their ownership mindset and further establish their credibility.

A marketing leader given full control over a high-stakes product launch—responsible for strategy, execution, and results—will feel a deeper commitment to its success.

The Autonomy Misconception

Under the pressures and demands of work, it's natural to crave more autonomy. However, many misunderstand the sequence of ownership, credibility, and autonomy, believing it should begin with their boss granting them more freedom.

The reasoning often sounds like this: "If my boss stopped micromanaging and gave me more autonomy, I would be more committed to delivering results and take more ownership of outcomes. But it has to start with my boss first."

While this logic is understandable, it is fundamentally flawed. The relationship between ownership, credibility, and autonomy works most effectively in one direction, reinforcing itself along the way.

"Control leads to compliance; Autonomy leads to engagement." - Daniel Pink

The Autonomy Cycle: How Ownership, Credibility, and Autonomy Work Together

The Autonomy Cycle illustrates how ownership, credibility, and autonomy reinforce one another in a continuous loop:

1. Take Ownership – Be accountable, create solutions, and follow through on commitments.
2. Build Credibility – Demonstrate reliability and consistency in delivering results, and build trust with others.
3. Earn Autonomy – Take decisive action, show initiative, and gain the freedom to lead.

Completing the cycle reinforces ownership—greater autonomy grants more control, leading to deeper investment in our work.

When the Autonomy Cycle Breaks

• Lack of Ownership → Weakened Credibility: If you avoid responsibility and do the bare minimum, others won’t trust you.
• Low Credibility → Limited Autonomy: Without a proven track record, leaders will hesitate to give you independence.
• No Autonomy → Ownership Erodes: If you aren’t trusted with autonomy, it’s easy to disengage and stop taking initiative. For many seeking more autonomy, this is exactly where they get stuck.

The Bottom Line

The best professionals and leaders don’t just demand autonomy; they earn it through ownership and credibility.

If you want more freedom in your role, start by taking full ownership of your work. As you do, credibility will follow—and the autonomy you seek will naturally come as a result.

So, the next time you see a job that Anybody could do, don’t wait for Somebody else to step in. Take ownership, become the Somebody that Anybody can rely on, and watch how quickly your credibility grows and autonomy follows.

Now all that's left to figure out: what will you do to take the first step?