3 Habits That Build a Culture of Responsibility

If you want a team that owns their work, you have to give them the space to own it.

And that might mean shifting the way you lead.

These 3 small leadership habits have helped me create more responsibility (and less micromanaging) on my team:

From: “Let me know how it’s going” → To: “Keep me updated on your progress”

Both phrases sound similar, but they create a different tone.

“Let me know how it’s going” can feel passive or optional.

“Keep me updated on your progress” sets a clear expectation: You’re trusting them to own the communication loop.

Responsibility thrives when clarity is built in from the start.

From: Rescue mode → To: Development mode

It’s easy to jump in and fix things, especially when you see a gap.

But every time we do that, we unintentionally signal:
“You can’t handle this without me.”

Instead, shift into development mode — ask questions, offer guidance, let them figure it out.

From: Repeating expectations → To: Setting ownership up front

If you’re always restating what’s expected, your team might not be missing the message — they might be unclear on what they actually own.

Ownership starts with direct language:
“This is yours. You’re responsible for driving it.”

Not just what needs to be done, but who’s carrying the weight.

If you’re working to build a culture of autonomy, these are a few habits that will help.

Not louder accountability. Clearer responsibility.

In my latest video, Creating a Culture of Responsibility (Not Accountability), I unpack this mindset shift — and how it’s reshaping the way I lead, coach, and develop others. 

It's a quick watch, and I'm curious to hear your thoughts on the Accountability vs. Responsibility shift.