Strategies For Enhancing Employee Ownership Of Projects

Want your people to start acting like owners? Stop telling them to "act like owners." Instead: – Assign them stretch projects with increasing responsibility. Provide support, but let them drive the outcome and feel the consequences. – Publicly praise those who flag issues before they become problems. – Implement a "no-approval-needed" budget. Let each team member spend up to $X without asking permission. – Create "strategy sessions" where junior team members can pitch ideas to leadership. – Hand over decision-making rights. Let your people own key decisions in their domain (even if you disagree with their ideas). Ownership isn't commanded. It's cultivated.

Lead With Impact: Empower Your GCC Teams to Drive Transformation As a GCC leader, your most critical role is to unlock the full potential of your teams. Empowering employees to think beyond tasks and embrace ownership, creativity, and leadership is essential for building a high-performing, future-ready organization. Here’s how you can lead with impact: 1. Set the Vision, Leave the Path Open Provide a clear, bold vision of success for your GCC. Define the “what” but give your team the freedom to discover the “how.” Encourage them to experiment, challenge conventions, and take ownership. “Here’s the problem. I trust you to find the best solution.” 2. Create Leadership Opportunities at Every Level Trust is the foundation of ownership. Delegate projects that allow employees to lead—whether it’s managing cross-functional teams or driving innovation. Empower them to step up, present to stakeholders, and own the outcomes. Encourage them to ask: “What can I do to move the needle for the company?” 3. Foster a Culture of Learning and Creativity Invest in continuous learning. Encourage your team to explore new technologies, collaborate globally, and bring fresh ideas to the table. Provide platforms to share success stories and lessons learned. “What’s one idea you’ve been waiting to try? Let’s test it.” 4. Celebrate Outcomes, Not Just Outputs Focus on the impact of their work, not just the effort. Recognize employees who go beyond the brief, take initiative, and deliver measurable results. “You didn’t just complete the task—you redefined the process and delivered value. That’s leadership.” 5. Encourage Resilience and Risk-Taking Build psychological safety by normalizing failure as part of the innovation process. Let your team know it’s okay to make mistakes as long as they learn and improve. “What did we learn, and how can we do even better next time?” The GCC Leader’s Challenge Transforming your GCC starts with transforming your team. Empower them to move beyond task execution to mission ownership. Inspired and trusted employees won’t just meet expectations—they’ll redefine them. Ask yourself: Are you creating leaders or followers? That’s the difference between a GCC that delivers and a GCC that transforms. Zinnov Namita Adavi Dipanwita Ghosh Karthik Padmanabhan Amita Goyal Rohit Nair Meenakshi Sachdev Hani Mukhey Sagar Kulkarni ieswariya k Mohammed Faraz Khan

𝐘𝐨𝐮 𝐂𝐚𝐧’𝐭 𝐁𝐮𝐢𝐥𝐝 𝐎𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩 𝐖𝐢𝐭𝐡𝐨𝐮𝐭 𝐒𝐡𝐚𝐫𝐢𝐧𝐠 𝐏𝐨𝐰𝐞𝐫💥 I’ve seen it too often—companies say they want employees to “own their roles,” but never actually hand over real responsibility. Ownership doesn’t grow in micromanagement. It grows in trust. When people feel their voice shapes the outcome, they don’t just comply—they commit. Here are 4 steps to unlock that commitment: 1️⃣ 𝑳𝒆𝒕 𝒕𝒆𝒂𝒎 𝒎𝒆𝒎𝒃𝒆𝒓𝒔 𝒍𝒆𝒂𝒅 𝒂 𝒎𝒆𝒆𝒕𝒊𝒏𝒈 𝒐𝒓 𝒑𝒓𝒐𝒋𝒆𝒄𝒕. Give them the room—and watch their confidence grow. 2️⃣ 𝑪𝒐-𝒄𝒓𝒆𝒂𝒕𝒆 𝒅𝒆𝒄𝒊𝒔𝒊𝒐𝒏𝒔. Ask for input before finalizing plans. You’ll gain loyalty and fresh perspective. 3️⃣ 𝑺𝒆𝒕 𝒈𝒐𝒂𝒍𝒔 𝒕𝒐𝒈𝒆𝒕𝒉𝒆𝒓. Ask, “What goal would excite you this quarter?” 4️⃣ 𝑫𝒆𝒍𝒆𝒈𝒂𝒕𝒆 𝒅𝒆𝒄𝒊𝒔𝒊𝒐𝒏𝒔, 𝒏𝒐𝒕 𝒋𝒖𝒔𝒕 𝒕𝒂𝒔𝒌𝒔. Real authority fuels real engagement. The best way to empower your people is to remind them you're in their corner—and then step back so they can rise. ➖➖➖ For nearly two decades, companies like Nike, Activision Blizzard, and the U.S. Army have trusted me to help them: Boost retention and trust Resolve conflict before it becomes costly Strengthen manager-employee relationships Navigate tough DEI and culture challenges They call me the “𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐖𝐡𝐢𝐬𝐩𝐞𝐫𝐞𝐫” because I help leaders hear what’s not being said—and fix what others miss. 𝐈𝐟 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦 𝐢𝐬 𝐬𝐡𝐨𝐰𝐢𝐧𝐠 𝐬𝐢𝐠𝐧𝐬 𝐨𝐟 𝐬𝐭𝐫𝐚𝐢𝐧—𝐨𝐫 𝐲𝐨𝐮'𝐫𝐞 𝐣𝐮𝐬𝐭 𝐡𝐨𝐩𝐢𝐧𝐠 𝐧𝐨𝐭 𝐭𝐨 𝐥𝐚𝐧𝐝 𝐨𝐧 𝐭𝐡𝐞 𝐟𝐫𝐨𝐧𝐭 𝐩𝐚𝐠𝐞 𝐟𝐨𝐫 𝐚 𝐬𝐮𝐫𝐩𝐫𝐢𝐬𝐞 𝐮𝐧𝐢𝐨𝐧 𝐜𝐚𝐦𝐩𝐚𝐢𝐠𝐧—𝐧𝐨𝐰 𝐢𝐬 𝐭𝐡𝐞 𝐭𝐢𝐦𝐞 𝐭𝐨 𝐚𝐜𝐭. ***** 👉 𝑴𝒆𝒔𝒔𝒂𝒈𝒆 𝒎𝒆 𝒅𝒊𝒓𝒆𝒄𝒕𝒍𝒚 𝒕𝒐 𝒃𝒐𝒐𝒌 𝒂 𝒒𝒖𝒊𝒄𝒌 𝒄𝒂𝒍𝒍l and see if the 𝑬𝒎𝒑𝒍𝒐𝒚𝒆𝒆 𝑾𝒉𝒊𝒔𝒑𝒆𝒓𝒆𝒓 𝑺𝒚𝒔𝒕𝒆𝒎 is right for your team. Let’s get ahead of the issues before they get ahead of you. #LeadershipDevelopment #EmployeeEngagement #TrustAndTransparency #EmpoweredTeams #PeopleFirst #WorkplaceCulture