Parents have a knack for intervening on their children’s responsibilities.

They may not want their child to make the same mistakes he or she did or may be so concerned with their well-being, what school they go to, or what profession they take up, that they push the child to create the outcome they as parents desire.

This is not healthy as it is the child who ultimately will be responsible for his or her own life and tasks.

There is a difference between setting up an environment where a child can succeed and forcing them to be somebody. I understand this a fine line I will one day experience when I become a parent.

However, in the meantime, this line of reasoning applies to work situations as well.

We need to know what tasks are our individual responsibility and which are others’ responsibility.

If it is not your responsibility to execute a task, but you are responsible for its completion, then you must practice effective delegation vs. punting the ball.

In your organization, even if you are not responsible for a task’s execution or its completion, you can still hold others to be their word and support them to achieve execution in excellence.

Great teams consistently channel this encouraging energy, which in turn fuels an even higher bar of excellence.

At 3B, we pride ourselves on each manager having a different area of excellence (AOE) – Each manager is responsible for being experts in their given area and within it, guiding, or in some cases creating, opportunities across our roster.

This program has enabled those passionate about certain areas of the industry to dive deeper, without having to be concerned about areas which they may not be interested in. The early results have been profound – AOE has been a great way for us to separate tasks and maximize our relationship equity across the organization.

However, the program has also served a valuable reminder: while managers may not be responsible for a certain area of our business, it is ultimately in everybody’s best interest to ensure others are succeeding in their areas.

Regardless if a manager has a current need in the area or not, they will in the future.

It’s imperative when they do, that leader has been diligent in pursuing excellence in their area.

Similar to a sports team, wins and losses have an infectious impact across an organization. One person’s energy can be highly impactful as we are all responsible for creating the desired outcome we aspire to achieve together.

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