Building an owner’s mindset in your team

[WORLD] In the world of coaching, much of our attention is often devoted to boosting performance. We focus on cultivating a coaching culture designed to drive engagement, productivity, and growth—both for individuals and teams. Yet, there's an essential element that frequently gets overlooked: fostering an owner’s mindset across an organization.

Recent research highlights the concrete advantages of nurturing an owner’s mindset within the workforce. According to the National Center for Employee Ownership, organizations with high employee ownership—whether through equity or psychological engagement—experience 25% higher profitability and 50% lower turnover rates compared to their industry counterparts. This illustrates that when employees feel like true stakeholders, their sense of ownership leads to greater innovation and efficiency, ultimately benefiting the organization's bottom line.

An owner’s mindset refers to the belief that every team member is closely tied to the organization’s journey. They take ownership of every aspect: the challenges, the outcomes, the triumphs, and the setbacks. These employees are not simply clocking in for a paycheck; they are as invested as any business owner in the company’s decisions and are dedicated to nurturing the growth of their colleagues.

Such commitment is increasingly rare. High turnover rates persist, and employees are looking for clear, compelling reasons to stay. As reported by Gallup in 2024, 51% of U.S. employees are actively seeking or watching for new job opportunities, continuing a rising trend.

The shift toward remote and hybrid work arrangements has further complicated the challenge of engaging employees. With fewer spontaneous interactions, leaders must be more deliberate in creating a sense of ownership. A 2023 study from the Harvard Business Review found that remote workers with a strong sense of ownership in their roles were 30% more likely to exceed performance expectations, demonstrating that physical distance does not have to diminish commitment—provided the right cultural frameworks are in place.

I urge all leaders to implement these six strategies to guide each team member in developing an owner’s mindset and fostering a strong, lasting connection to the organization.

Build Trust First

Many leaders express frustration over what they perceive as a lack of dedication or effort from employees. However, it’s important to recognize that trust must come before expectations. Without trust, employees are unlikely to fully invest in the goals set before them.

Building trust is especially vital in diverse, multigenerational teams. Younger employees, for example, tend to place a higher value on purpose and autonomy than on traditional hierarchical incentives. A Deloitte survey revealed that 75% of Gen Z workers would be more likely to stay with an employer who invests in their personal development and shares their values. Leaders who are attuned to these evolving expectations are better positioned to lay the groundwork for cultivating ownership.

Invest time in building relationships with each individual on your team. Understand their motivations, goals, and concerns. Before they can embrace an owner’s mindset, employees need to know, "What's in it for me?" Identify ways to align their personal growth objectives with the organization’s success. They need to feel like genuine stakeholders, whose ideas and decisions can directly influence the company’s direction. When employees sense that the organization is as committed to their growth as they are to its success, their level of commitment deepens naturally.