The Banyan Tree and the Forest Within
Imagine a banyan tree. Not just for its size, but for the way it grows dropping aerial roots that anchor into the earth and form new trunks. Over time, what started as a single tree becomes a forest. This is how a team that owns its work grows too. It begins with a few strong roots of trust and responsibility and, with time, branches out into something deeply interconnected and self-sustaining.
A team with ownership doesn’t just perform tasks, it nurtures a shared purpose, solves problems with resilience, and makes decisions with care. It becomes, like the banyan, a living system of strength.
What is Ownership in a Team Context?
Ownership means each team member feels a personal stake in the outcome. It goes beyond job descriptions and KPIs. When individuals think, “This is my problem to solve,” or “I want this to succeed because it reflects who we are,” they embody ownership.
Ownership is not control. It’s about commitment. Not micromanagement, but trust. It is a mindset that turns work into craft and teams into communities.
Strategies to Foster Ownership in Your Team
a. Share the “Why” Behind the Work
People commit more deeply when they understand the purpose. Don’t just assign tasks, share the story behind them.
Action Step: In your next team meeting, explain how a project connects to your organization’s mission, and why it matters to the world.
b. Design Roles, Not Just Tasks
Tasks change, roles evolve. But when people feel they hold a meaningful role, not just a checklist, they step up.
Action Step: Ask each team member to articulate their role in their own words. Then refine those together into a shared understanding.
c. Invite Co-Ownership of Decisions
Ownership grows when people have a say. Even if the final call is yours, inviting participation builds commitment.
Action Step: Try a decision-making process where the team generates options, debates pros/cons, and you make the final call transparently.
d. Celebrate Learning, Not Just Outcomes
Fear of failure kills ownership. When teams know mistakes are learning opportunities, they take bold initiative.
Action Step: In your next review meeting, spotlight a failed experiment and highlight what it taught the team.
e. Build Feedback into the Culture
Ownership thrives on reflection. Give and receive feedback regularly, not just during appraisals.
Action Step: Start each week with a 10-minute “feedback huddle” where one team member shares one thing that went well and one thing that could improve.
f. Role Model Ownership Yourself
Your actions set the tone. If you take responsibility, admit mistakes, and stay accountable, others will too.
Action Step: Share a recent mistake you made with the team, what you learned, and how you’re improving.
Common Challenges and How to Overcome Them
- “But they are not motivated”: Motivation often lags when people feel disconnected. Try aligning tasks with personal aspirations and team purpose.
- “They wait to be told”: This may signal over-direction in the past. Start small. Give room for initiative, and reward it when it appears.
- “We don’t have time for this”: Ownership saves time in the long run. It reduces rework, miscommunication, and disengagement.
Why It Matters?
Organizations with high ownership cultures see:
- Faster, better decision-making
- Greater innovation and problem-solving
- Stronger collaboration across functions
- Lower attrition and burnout
- Higher resilience during change
People don’t just stay longer. They stay engaged, and they grow.
Reflective questions:
- When was the last time I took ownership of something beyond my role?
- What signals do I send about accountability through my actions?
- How can I make one team process more participative this week?
In the Words of Kabir:
जो काजर करे आपना, काजर का नाहीं कोई नाहीं कीजै
(Those who own the work themselves need no overseer or guard)
This line from Kabir reminds us that true responsibility comes from within, not from enforcement. As leaders, we are gardeners, not gatekeepers. We plant the seeds, offer the sunlight of trust, and allow teams to root deeply in purpose.
At Kabir Learning Foundation, we believe in leadership that transforms, not just performs. If you are ready to build cultures of ownership, purpose, and courage, we invite you to join our workshops, coaching circles, and learning journeys.
Reach out. The forest begins with a seed.
Write to us at: [email protected]
Visit: www.kabirlearning.in
Let us help you build teams rooted in trust, responsibility, and shared purpose.
