Responsibility, Ownership and Accountability Start with YOU.
Applying the 3 Pillars of Community-Building.
As Thanksgiving fades into memory, I want to continue expressing my gratitude to everyone who has read and shared thoughts on DRIVEN’s blog this year. You’ve been my thought partners— perhaps without even realizing it.
Throughout 2024, we’ve been exploring the many dimensions of Community. In a time when loneliness is labeled an epidemic by the U.S. Surgeon General, this topic feels more urgent than ever.
We began with “the self”, acknowledging how our own roadblocks often hinder connection. From there, we examined the ripple effects of social energy— how some interactions drain us, while others uplift us. This led us to an extended investigation of healthy boundaries, sharing deeply personal stories and unpacking the delicate balance they require.
On a parallel journey, I’ve been sowing the seeds for the DRIVEN Community Lab. This endeavor has been a learning journey in itself, reflecting many of our blog’s insights.
Now, as we approach the (Lab)’s first Community Board meeting in December, I’m energized by the opportunity to help shape the DNA of this new culture. Rarely do we get to create culture from scratch (most of us must adapt to existing norms). But here, we’ve founded something new, something intentional.
As my dear friend Catharina Wohlecke-Haglund says, “Culture is simply the sum of what people do and the ways in which they do it.” This meeting is about defining “how we do things”— our Ways of Working (WOWs).
Whether you’re planning a book group, aligning party plans, or coordinating sub-groups in a larger project, three key concepts stand out: Responsibility, Ownership, and Accountability. These concepts can be explored from multiple angles, as my writing partner Ute Franzen-Waschke and I highlighted in our Forbes article, wherein we examined their application in workplace settings. Let’s unpack these ideas in the context of community-building and their roles in creating healthy, thriving groups.
Responsibility: The Foundation of Clarity
Responsibility begins with defining roles and expectations. In a book group, this might mean agreeing on a book to be discussed, volunteering to facilitate the discussion or bring questions or insights with you to contribute to the generative conversation. In asynchronous communication, responsibility could involve setting clear deadlines or establishing norms for updates. When everyone knows their role, things run smoothly.
But when responsibility isn’t clear, confusion arises. Deadlines are missed, tasks overlap, and frustrations simmer. To prevent this, ask yourself, “What is my specific role, and how does it support the group’s goals?”
Questions to consider:
1. What specific tasks or roles need to be defined to ensure the group’s success?
2. How will I communicate my responsibilities to the rest of the group?
3. What steps can I take to clarify expectations if confusion arises?
Ownership: Beyond the Task List
Ownership is about emotional investment and foresight. It means caring not only about completing your role but also about how it fits into the bigger picture. In a book group, ownership could involve suggesting books that align with the group’s interests, and ensuring new members feel included.
In sub-group projects, ownership means identifying gaps or conflicts in the plan and taking proactive steps to address them. It’s the ability to weave individual contributions into the broader fabric of the project. Without ownership, teams risk fragmentation, with isolated efforts failing to coalesce. Ask yourself, “How can I take initiative to ensure the success of the whole?”
Questions to consider:
1. How does my contribution connect to and support the group’s larger goals?
2. Are there potential gaps in the plan that I can help to address?
3. How can I actively ensure everyone’s work comes together cohesively?
Accountability: Building Trust
Accountability is the glue that holds communities together. It’s about following through on commitments and addressing obstacles honestly. I appreciate Thosh Collins’ interpretation of accountability. The co-author of The Seven Circles; Indigenous Teachings for Living Well shares “It is not a bad thing to be held accountable. It shows that you belong.”
In asynchronous communication, this means keeping others informed about your progress or any delays. In a book group, it may mean each participant agreeing to read the content to be covered and letting it be known if they can’t attend.
When accountability falters, trust erodes. Sub-groups working on a shared project might miss milestones if no one takes responsibility for checking in or resolving conflicts. Conversely, a culture of accountability encourages growth, transparency, and mutual respect. Reflect on this: “How can I hold myself and others accountable in a way that strengthens trust?”
Questions to consider:
1. How will I track and communicate my progress to the group?
2. What process will we use to address missed commitments or challenges?
3. How can I encourage accountability in a way that fosters trust and growth?
The Ripple Effect
When responsibility, ownership, and accountability are upheld, communities thrive. Each member knows their role, takes pride in their contribution, and supports the collective effort. And here’s the exciting part: there’s no one-size-fits-all approach to creating these dynamics. We get to co-create ways of working that suit the unique needs and aspirations of our community.
But when these principles are ignored, disconnection and dysfunction often follow.
As you build or strengthen your own communities, consider how these three pillars can help you create not just functional groups but meaningful, lasting relationships. And if your interest is piqued about the (Lab), join the next cohort of D2W to get a taste of what our community can mean to you.
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