One of the signs of a healthy organization is that responsibility – for decisions and results alike – is widely shared and not hoarded by a select few.
But the catch is that many leaders like to think of themselves as responsibility-sharing leaders when in fact their actual behavior is designed to protect their own turf out of either insecurity or fear that they and only they can get the required results.
Here are three tell-tale signs we look for in determining whether or not an organization is committed in fact to sharing responsibility:
- The reward and incentive system in the organization is at least in part tied to the performance of the organization as a whole and not just individuals. While individual performance is important and must be recognized, healthy organizations avoid becoming a confederation of solo superstars by linking individual rewards to overall achievement.
- Team members are generous with their own resources to help others. This includes time, people, money, and physical resources. The organization thrives with a mentality of plenty, not the fear of scarcity.
- Information flows across boundaries. New ideas, learnings, best practices, and data are not piled high in silos but rather disseminated across functions, org charts, and even geographical locations. “Need to know” is assumed to be as broad and inclusive as possible.
Where is your organization doing with these metrics of shared responsibility? Where can you raise your game right away? Who can you get on board in that shared enterprise?