I’ve spent a lot of time lately thinking about the topic of mutually meaningful work engagements, and I want to introduce you to a concept I’ve coined, “The 100% Mutual Responsibility Rule.” Before I explain the rule to you, we’ve got to define some concepts, let’s start with the term, mutual responsibility.Mutual responsibility defined.
What comes to mind when you hear the term, “Mutual responsibility?” Most people think of an even split with 50% responsibility on one party and 50% of the responsibility on the other party for a total of 100%. I want you to set that view of mutual responsibility aside and pick up a new one.
Mutual responsibility is NOT a 50/50 split. It does not mean that each party is 50% responsible; rather, it means each party is 100% responsible. I like to refer to this as the, “100% Mutual Responsibility Rule.” Viewing mutual responsibility as a 50/50 split has the same effect as a limiting belief, it holds you back. If we commit to having 100% responsibility then we should feel 100% empowered to make it happen.Why we need the 100% mutual responsibility rule.
For some leaders, the 100% mutual responsibility rule is going to sound familiar. If you haven’t heard it phrased precisely as I have, you’ve likely heard some version of it. If this isn’t a revolutionary idea, why isn’t it utilized in more organizations?
Simply put, priorities shift, and goal posts get moved. It’s up to leaders like you to keep the 100% mutual responsibility rule front and center in your organization. If you sense a lack of ownership in your team, it might be a good time to revisit this important concept. I’m confident that you’ll find your people receptive to this concept. Please feel free to reach out to me with your feedback; I love to hear how these resources are landing with you!Outline of This Episode
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