Elevating Performance, Sanity, and Humanity

[This is a review of Christopher Avery’s Leadership Gift Program for 2013]

We don’t always own it.

As Agile Coaches, consultants, and organizational improvers, we teach that taking ownership is critical for learning, self-organizing, adding value, addressing impediments, and continuous improvement.

The problem is… that even generally responsible people —  like you and me — don’t always own it when things go wrong.


Research over the last twenty-five years shows how our minds process thoughts about taking and avoiding responsibility when things go wrongAnd things go wrong a lot. That’s what we have all those meetings about at work.

This research changes the conversation about taking responsibility and demonstrating ownership. And that gives Agile coaches and leader a powerful tool for self-leadership, team leadership, learning, and change.

Indeed, coaches and leaders around the world are using translations of the Responsibility Process poster in their own language to talk about how to practice responsibility. It’s even available in Klingon.

Leadership Gift Program 2013 – leaders and coaches mastering responsibility.

Practicing responsibility every day is different from being a generally responsible coach, leader, or spouse and provider. And because leading and coaching others to take responsibility is essential for agile mindsets and cultures, the Leadership Gift Program supports caring coaches and leaders who want to master responsibility and see it flourish around them.

“It’s like having a magic magnifying glass into what’s really happening” says Co-Learning’s Jurgen De Smit. And Judith Mills claims that thanks to the Responsibility Process 350 people in nine countries produce twice the software with half the headcount. That’s results.

There is a new semester-long program starting this week, and free preview is available.

What makes this particularly interesting to me, is because this is exactly what we’re all about. Agile… in the truest sense, brings personal accountability and responsibility into the equation, which can make transitioning any organization a real hurdle!

We have spent countless years researching this exact thing, and it is a diservice of any organization to not consider the human element in optimizing teams

I applaud Christopher for continuing to spearhead these types of initiatives and be a leader in this area. May we not lose sight of the people behind the work, the responsibility needed to make positive sustainable change possible, and the hope that people with organizations can thrive. 

Continue on Christopher! Continue on!

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