A strong leadership team can be the difference between a CEO being overwhelmed by daily operational decisions and one who is free to focus on growth and vision.
So, how do you cultivate leaders who think and act like owners?
In my work with my coach, Steve Chandler (pictured above), I learned a powerful distinction: “The Owner-Victim Choice.” At any moment, we can view our work and challenges through the lens of ownership or victimhood.
In coaching conversations, a familiar challenge leaders face is navigating frustrations with colleagues or circumstances. A question I often ask is:
“How have you contributed to creating this situation?”
This question isn’t about blame—it’s about empowerment. It invites deep reflection and shifts perspective from limitation to possibility. When leaders embrace ownership thinking, new solutions emerge naturally.
When leaders think like owners, they show up differently—proactively addressing challenges, taking initiative, and contributing beyond execution. They don’t just align with a vision; they help shape, refine, and drive it forward.
How else can you help team members build responsibility for their work?
- Give them a stake in the outcome. Implementing profit-sharing, equity distribution, or performance-based incentives can establish alignment and commitment. Leaders who have a personal investment in their work go beyond performing tasks to developing strategies for future success.
- Involve them in big decisions. Treat them as partners, not employees. Leaders who participate in key business decisions take greater accountability for the results. This fosters trust, deepens engagement, and ensures a shared vision across the organization.
- Enhance Financial Acumen. Great leaders make signifcant financial decisions. Empowering your team with financial literacy ensures they understand how their choices shape the company’s success. While many executives and managers are experts in their fields, more insight into key economic drivers can elevate their strategic impact. Align on the metrics that matter most–whether its Growth rate, Customer Lifetime Value, Average Deal Size or Customer Acquisition Costs–to create a shared framework for success. When Leaders genuinely grasp financial dynamics, they don’t just executive strategy–they help shape it.
- Create clear agreements and hold them accountable. Ownership comes with responsibility. Define key metrics, set performance standards, and create an environment where accountability isn’t about punishment but growth. When leaders know what’s expected and have the tools to meet those expectations, they rise to the occasion.
- Lead by example. If you operate with an ownership mindset, they will, too. Demonstrate proactive problem-solving, take responsibility for outcomes, and remain adaptable to challenges. Leadership is modeled behavior, and your team will follow your lead.
A leadership team with an ownership mindset isn’t just a business asset—it’s the foundation for long-term growth and resilience.
How do you cultivate ownership thinking in your leadership team?