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Why Your Team Should Have an Ownership Mentality

In the modern age, company structure has drastically shifted from the standard model of the past. Many companies are beginning to offer more flexible schedules or hire employees to work remotely. With all the benefits that remote working and extra flexibility allow, there are also new challenges and roadblocks. Adaptation is key in the ever-changing business landscape, and one tool that is crucial in keeping up with the rapid corporate pace is Extreme Ownership.

What We’re Facing

 The current landscape is different depending on the industry sector and how progressive a company is. But one thing that is the same across all fields is the rapid globalization of corporate structure. It’s just as easy if not easier to hire someone internationally rather than locally, and with a bigger pond to fish in, business owners and managers can have the top pick of talent. But with these growing distances between company departments and employees, there are obstacles such as time zones, language or cultural barriers, accountability and management that can get in the way.

Because the corporate sphere today is so different than traditional business structures, business owners must recognize new strategies to manoeuvre through the growth. Finding new tactics will maximize productivity and drive business results, so why not adapt?

Why Your Team Should Have an Ownership Mentality

What the Answer Could Be

In Joco Willink and Leif Babin’s New York Times Bestseller Extreme Ownership: How U.S. Navy SEALs Lead and Win, the authors suggest Extreme Ownership as a model for successful management and business growth. They outline their method of self-management and communication that increases work output, employee happiness, and relieve concentrated pressure on a single person. Here’s how it works:

Minimize the Need for Communication, Maximize the Quality of Communication

First and foremost, constant communication when working with a team that is spread out across the globe can actually hinder getting anything done. Different time zones equates to people working around the clock, which means they aren’t always available to answer questions, brainstorm, or hold meetings.

Minimizing the need for non-stop communication will improve the general quality of communication and in turn improve the quality and flow of work. Extreme Ownership diminishes the need for constant feedback and communication by placing full responsibility of certain areas on an employee. When they are taking initiative and solving problems for themselves, they’ll become better workers and bother their supervisor less with questions and comments. Without that dependency on their superior for guidance, they grow independently, which benefits the whole team.

Roles, Roles, Roles

In extreme ownership, the emphasis is on self-management with well-defined roles. Keeping everyone responsible for their own areas of work will take a load off of the manager’s shoulders and ensure everyone stays focused.

When an employee knows the role they play in the grand scheme of things, they will proactively work to go above and beyond their goals because it ultimately makes their own life easier.

Instead of having to hand out assignments on a daily basis, large projects can be introduced and then left to the employees to plan out and execute. They will feel more valuable at the company and create the best plan of action to fit their own work style. They see the project as theirs rather than the company’s, so they’ll give only their best work.

Get Productive

Using role clarity will eventually lead to people specializing in what they do best. They’ll learn what they’re best at and what areas are not their strong suits. The best thing to do here is find employee strengths, dedicate them to that area, and let them own it. They’ll enjoy the work, knowing they’re good at it.

Employees taking full responsibility for a given area will also minimize distractions because any time lost will be to their own detriment. They’ll take time management more seriously to get more done.

The Goodness in Failure

One discomforting aspect of Extreme Ownership is the risk of failure. It’s not a drawback and it’s not a negative—it can just be intimidating at first. But failing is key to learning and will create problem-solvers.

Give It a Try

If you’re looking for a way to keep up with the times and you’ve got an expanding and/or remote team, give Extreme Ownership a try. You might be surprised by how productive, independent, and successful your business becomes.

For more information on ways to increase ownership, productivity, and time management in your company, visit SME Solutions.

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