{"id":96334,"date":"2023-03-18T14:52:00","date_gmt":"2023-03-18T18:52:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=96334"},"modified":"2023-03-23T10:47:32","modified_gmt":"2023-03-23T14:47:32","slug":"ownership-mindset","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/ownership-mindset\/","title":{"rendered":"Creating an Ownership Mindset: 3 Coaching Tips"},"content":{"rendered":"\n

What is an ownership mindset? How can you foster this type of mindset<\/a> as a leader or manager?<\/p>\n\n\n\n

According to Sir John Whitmore, when your employees have an ownership mindset at work, they’ll be better equipped to make decisions and accomplish their goals. In Coaching for Performance<\/em>, Whitmore offers three tips for creating an ownership mindset in the workplace<\/a>. <\/p>\n\n\n\n

Read on to learn how to foster an ownership mindset, according to Whitmore’s three tips.<\/p>\n\n\n\n\n\n\n\n

Give Your Team an Ownership Mindset<\/h2>\n\n\n\n

In Coaching for Performance<\/em>, which describes several coaching strategies to help employees reach their full potential, Sir John Whitmore claims that leaders should help their employees develop an accountability and ownership mindset to increase their commitment to their work and maximize their potential. When workers feel they have ownership of their goals and can decide the best way to accomplish them, they\u2019re motivated to do their best<\/strong>, which improves their performance. <\/p>\n\n\n\n

(Shortform note: Research shows that leaders can also drive performance and improve outcomes by endowing employees with a different kind of ownership: financial ownership in the company<\/a>. Financial ownership is linked to greater job stability, retention during recessions, and company survival, which may lead to less unemployment and greater macroeconomic stability.) <\/p>\n\n\n\n

Whitmore’s Three Tips<\/h3>\n\n\n\n

To build your employee’s sense of accountability and an ownership mindset, follow these three tips to ask engaging questions that allow you to gather information about what\u2019s important to them: <\/p>\n\n\n\n

Tip 1: Ask open-ended questions<\/strong>. Open-ended questions yield more candid, detailed answers than yes or no questions, which typically prompt one-word answers and shut conversations down. Examples of open-ended questions include \u201cWhat\u2019s your goal?\u201d \u201cWhat barriers are limiting you?\u201d \u201cWhat resources are available to you?\u201d and \u201cWhat steps will you take?\u201d<\/p>\n\n\n\n

(Shortform note: Open-ended questions are also good if you\u2019re trying to get a tight-lipped child to open up<\/a>. When you ask them open-ended questions like, \u201cWhat was the most interesting thing you did at school today?\u201d you communicate that they and their feelings are important. This, in turn, strengthens their self-esteem and self-image.)<\/p>\n\n\n\n

Tip 2: Use non-judgmental words.<\/strong> Use non-critical language to cultivate trust, create a safe space for your employee to open up, signal interest, and gather information. Words that foster positive engagement include, \u201cWhat?\u201d \u201cWhen?\u201d \u201cWho?\u201d and \u201cHow many?\u201d For example, \u201cWhat are your thoughts on this issue?\u201d and \u201cWhen do you think is a good time to take action on this?\u201d <\/p>\n\n\n\n

One caveat: Whitmore recommends that you avoid \u201cwhy\u201d questions (for example, \u201cWhy did you make that decision?\u201d) because they can make your employee defensive. Also be cautious with \u201cHow\u201d questions (for example, \u201cHow did you make that decision?\u201d) because they can put your employee into an analytical mindset<\/a>, taking them out of the observational mode key to building awareness<\/a>.<\/p>\n\n\n\n

(Shortform note: To strengthen your practice of using non-judgmental words to create trust and a safe space for your employee, re-evaluate your relationship to judgment<\/a>. When you regularly practice non-judgment\u2014letting go of automatic judgments\u2014you neutralize thoughts, feelings, and perceptions that can be toxic when left unchallenged<\/strong>. In doing so, you create a more peaceful state and space in your mind to appreciate life\u2019s beauties and see people and situations for what they are\u2014as opposed to your assessment<\/em> of what they are.)<\/p>\n\n\n\n

Tip 3: Follow broad questions with detailed questions to pursue your employee’s interests<\/strong>. Once you have a big-picture understanding of what your employee is saying, ask more in-depth questions to prompt them to think more deeply about what matters to them. The more they talk about things they care about, the more engaged they\u2019ll be in the coaching process, which helps to build an ownership mindset as they become more interested in taking ownership of their work.<\/p>\n\n\n\n

To ask more detailed questions, add a single emphasis word into sentences to deepen your employee’s focus. For example, after they answer the question, \u201cWhat do you want?\u201d follow up with, \u201cWhat more<\/em> do you want?\u201d Or, follow \u201cWhat could you do?\u201d with \u201cWhat else<\/em> could you do?\u201d <\/p>\n\n\n\n

(Shortform note: Experts say that companies can strengthen their employees\u2019 ownership mindset by aligning workers\u2019 roles and responsibilities with broader company goals<\/a>. When companies explicitly communicate why employees\u2019 work matters and how it supports the broader vision, workers gain confidence and proactively claim ownership.)<\/p>\n","protected":false},"excerpt":{"rendered":"

What is an ownership mindset? How can you foster this type of mindset as a leader or manager? According to Sir John Whitmore, when your employees have an ownership mindset at work, they’ll be better equipped to make decisions and accomplish their goals. In Coaching for Performance, Whitmore offers three tips for creating an ownership mindset in the workplace. Read on to learn how to foster an ownership mindset, according to Whitmore’s three tips.<\/p>\n","protected":false},"author":19,"featured_media":82940,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[34,14,42],"tags":[949],"class_list":["post-96334","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication","category-management","category-motivation","tag-coaching-for-performance","","tg-column-two"],"yoast_head":"\nCreating an Ownership Mindset: 3 Coaching Tips - Shortform Books<\/title>\n<meta name=\"description\" content=\"How can leaders foster an ownership mindset in the workplace? 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