What Does It Mean to "Act Like an Owner?"
Amanda Setili
I help leaders agree on what needs to change (and how). Author, "The Agility Advantage" and "Fearless Growth?". Member, Marshall Goldsmith's 100 Coaches.
Many times, I’ve heard the leader or owner of a business wish they could convince more of their employees to "act like an owner”. By this, they generally mean take initiative, make responsible decisions about spending, and care about the company's success as deeply as if they owned it themselves.
In other words, “do what I would do”
But human beings are more complex than that. Each one has his or her own goals, beliefs, and ways of making decisions.
So let’s break down what it takes to get someone to act like an owner:
Belief: Above all else, they need to believe not only in the goals and mission, but also that it’s possible for them to achieve what’s expected of them. Real owners often have a zealot-like belief in their products and business mission. It’s hard for regular employees to have the same level of confidence.
Understanding: They must be able to grasp the realities of the current situation. Where are we today, and what does success look like? How do we get from Point A to Point B? Owners understand the whole picture; to act like an owner, employees need to be well-informed. Don’t ?assume that others know how to do what you’re asking of them. Be clear about what it takes to win.
Tools, Skills and Leeway: Many people are willing and even eager to step up, but to be successful, they need more than desire. They need tools, skills, access to information, and a degree of autonomy. In many cases, they even need permission to go full speed ahead.
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Perhaps most importantly, employees need to feel that their input is genuinely valued and that they have the power to influence the organization. Leaders who successfully foster an ownership mindset focus less on demanding specific behaviors and more on creating an environment of trust, transparency, and shared purpose.
The path forward isn't about getting employees to mirror the owner's choices – it's about giving them authentic reasons to care deeply about the company's success and the tools to meaningfully contribute to it.
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I help successful leaders and their teams agree on what needs to change and how to make it happen. I am the author of?Fearless?Growth and?The Agility Advantage.?
For more strategies, videos and free materials, please visit?www.setili.com. If you are curious, here are a few quick examples of the work we do. You might also enjoy my Fearless Growth Podcast.
Contact me anytime to discuss your situation and how I can support you.
Executive Coach and Mentor | Trigger-Free Leadership | Mindset Mastery for Teams
1 个月I've seen this in action when employees are actually made into owners — there's no more need to "motivate" or "manage" them into greater initiative. I wonder how much professional development would no longer be necessary if the rewards of business were actually shared with the people who produce the value.
Inc 5000 CEOs Leading the Future with Executive Abundance | Exec Coach: Marshall Goldsmith’s 100 Coaches | Top 16 Leadership Voice | 2x TEDx Speaker | Intl Bestseller 65 Books | x-Public Board Member
1 个月Your insights on fostering an ownership mindset within teams are spot-on Amanda. When employees feel trusted, they naturally take more initiative and ownership in their work. This trust is built through clear communication, providing the right tools, and offering the autonomy to make decisions. Leaders who create an environment of transparency and shared purpose not only empower employees but also build credibility within their organization. When team members understand the bigger picture and feel their contributions matter, they’re more likely to engage deeply with the company’s mission and drive its success.
CEO, MVP Executive Development, Executive Coach, Business Advisor, Leadership Expert, Facilitator, Author of the National Bestseller "What Lights You Up? Illuminate Your Path and Take the Next Big Step in Your Career"
1 个月This reminds me of the Japanese architect story about building your own house, poweful stuff Amanda Setili!
Transforming Teams and Leaders into Powerhouses of Connection and Performance | Keynote Speaker | Leadership & Management Development Programs | Executive & Team Coach | Author of 3 Award-Winning Books
1 个月This is the key " authentic reasons to care deeply about the company's success and the tools to meaningfully contribute to it." loved the post. Thank you.
The Master Negotiator & Body Language Expert at The Master Negotiator
1 个月Amanda Setili, I just concluded a business leadership class on the road to my doctorate. The points you mentioned in your article, particularly on employees (e.g., ... they need to believe not only in the goals and mission, but also that it’s possible for them to achieve what’s expected of them) was one aspect highlighted in the course. Thus, that and the other points you highlighted in your article are on point. Thanks for an insightful article ... Greg