“Clients have told me, ‘I wish my people would think more like a CEO’... And I think what my clients mean is that they want their people to see things more strategically, to take more ownership for not just their own responsibilities, but for that of the overall enterprise or the whole company.” - Winnie da Silva

In this episode, Winnie and Peter explore the concept of a "shared responsibility mindset" in teams. They discuss how this mindset contributes to team effectiveness. They emphasize that responsibility for a team's effectiveness should not solely rest on the leader but should be distributed among all team members. This shared responsibility mindset encourages individuals to think more strategically and take ownership of both their individual roles and the team's overall success.

Episode Highlights:

Introduction to Shared Responsibility Mindset

Winnie introduces the episode's focus on cultivating a shared responsibility mindset within teams. She highlights the common desire among leaders for their team members to think more strategically and take more ownership of the organization's success.

Defining Responsibility in Teams

Peter explains their approach to clients by starting with the question of who is responsible for the team's effectiveness. He encourages clients to think about the specific responsibilities of the team leader and of the team members.

Responsibilities for Team Effectiveness

• Winnie and Peter outline the responsibilities in two categories: mindset and behaviors related to self, and mindset and behaviors related to the team.
• Self-reflection and self-management, seeking feedback, and experimenting with new behaviors are essential for individual growth.
• At the team level, members can help by observing and assessing the team's processes, supporting the aspirational culture, adhering to agreed-upon norms, and actively participating in assessments of the team effectiveness.

The Importance of a Shared Responsibility Mindset

• Winnie discusses the common issue where team members tend to focus solely on their role and responsibilities, while responsibility for team processes rests with the team leader.
• She explains that effective teams require active participation from everyone, not just the leader, in managing processes.

Challenges for Team Members and Leaders

• Winnie points out the challenges team members face, such as thinking, "That's not my job," while leaders sometimes struggle with creating space to allow others to contribute to managing team processes.
• She emphasizes that shared responsibility is essential for team effectiveness and encourages leaders to make space for team members’ perspectives and assistance. 

Practical Ways to Develop a Shared Responsibility Mindset

Peter explains how to help teams develop a shared responsibility mindset:

• Start by discussing the importance of shared responsibility.
• Explore existing team mindsets and assumptions.
• Introduce shared language, like "balcony" and "dance floor," to differentiate between content and process focus.
• Normalize making interventions on team processes.
• Establish the role for secondary facilitators* in meetings.

Establish formal "pause and reflect" discussions to assess team functioning.

Experimentation and Results

After experimenting with shared responsibility, teams often experience positive results, including improved output, efficiency, satisfaction, and learning. This helps them see the business case for developing this mindset.

Resources

Winnie da Silva on LinkedIn 

Get the whole season and the companion guide at Winniedasilva.com



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