You cannot give ownership. That may seem like an odd statement. If so, then this next one will also seem odd. Ownership must be taken. Putting those together; You cannot give ownership. Ownership must be taken. Let me clear this up for you. In certain areas of life, yes, you can give ownership. You can give someone ownership of a car or a home. However, in leadership and responsibility, you cannot give ownership. In these two areas, one must take ownership. Not taken as in stealing, but as in accepting.

While speaking with a pastor recently, the terminology in those two statements above became more real to me than ever before. A leader desires all his/her reports to take ownership of their duties and responsibilities. When a person slips or does not live up to expectations a good leader will work with the individual to improve. A fruitful leader will guide and assist the individual in finding the course to effectiveness.

Part of this restoration process requires guiding the person to take ownership of expectations and responsibilities. If satisfactory progress is not being made in an appropriate timeframe, some managers/leaders create a list of necessary corrections for the individual and expect that person to take ownership of each item on the list. The reality is they cannot take ownership. Ownership belongs to the creator of such documents.

Is it not better to schedule a time to sit down with that person and create a list/document together? You, the leader, guide the conversation allowing the individual to make the suggestions for the list. By guiding, you both become creators and benefactors of all items you settle on for the document. Ownership now belongs to the individual because it was designed by him, for him. People take ownership if they have helped create.

The outcomes from these two approaches are almost mind-boggling. The second one, guiding the conversation for creating the document, provides a much greater proficiency of fulfilling the necessary responsibilities and obligations to the organization. What may seem small and insignificant to many leaders can be one of the most fruitful benefits of leading/guiding others in your organization.

Do you have a group of people who need a set of expectations? Why not set up a meeting and guide them in a conversation of what you as a leader for your organization should expect. Again, this sounds odd because it goes against corporate culture and what we’ve been taught in “management” classes and settings.

In churches I have used this process many times. The first couple of times I used this approach I was impressed with their answers and their follow-through afterward. For instance, I asked how many weeks each year should I expect you (Sunday School teachers) in class with a well prepared lesson, leading your class (allowing time for vacations and other absences)? If I was thinking 46, they said 48. If I was thinking 48, they said 50.

Please hear me, I know there are times for managing and creating vision and plans. However, guiding others is bringing them along on their development track of God-given personal potential.  What if we, as leaders, cease taking the manager role, expecting everyone to take ownership of our creations and instead begin guiding and enabling others in creating the paths to unlock their giftedness and potential. This is where we see people flourish. This is where people TAKE ownership.

George Yates is an Organizational Health Strategist and coach, assisting churches, organizations, and individuals in pursuing God’s purpose for life. Click here to receive this blog in your email inbox each Tuesday.