Emergency Declaration: Leaders Should Take Responsibility
The movie Emergency Declaration ended in silence, accompanied by a short, mellow piece of music that invited reflection. As my wife and I left the theater, she asked me, "What have you realized?"
I replied, "Great leaders take responsibility."
If you're worried that I might spoil the story, rest assured—I won't delve into the plot. Instead, I hope to inspire you to watch it for yourself. Emergency Declaration is a remarkable film with a profound message about leadership and responsibility.
For me, the takeaway revolves around the importance of leadership and the act of taking responsibility.
Why Leaders Must Take Responsibility
Leadership is essential because it fosters ownership and builds confidence among people. A study by Albert Bandura and Robert Wood (1989) revealed that self-confidence enhances performance and productivity. Such confidence arises when leaders trust their teams and give them the freedom to make decisions.
Years ago, when I was a grade school teacher, I had a student who hesitated to make even simple decisions and struggled to initiate help. He often blamed others for his mistakes and avoided leadership roles because of the associated responsibilities.
In a conversation with his parent, I learned the root of his behavior. The parent admitted that her perfectionist tendencies might have contributed to her son’s lack of confidence. She didn't let him clean the house because he couldn’t follow her exact routines. Frustrated by his mistakes, she often scolded him, denying him opportunities to make decisions and learn from them.
This experience made me realize that many people shy away from responsibility not because they lack capability but because their confidence has not been nurtured.
Confidence and Responsibility in Organizations
Fast forward ten years, I observe similar patterns among corporate clients. Organizations with rigid, overly stringent rules often have lower productivity compared to progressive companies. Progressive organizations maintain necessary policies but adapt their regulations to meet current demands. Their leaders empower employees to make independent decisions, embrace failure, propose ideas, and solve problems.
These organizations cultivate high-performing talent and achieve exponential growth. For example, Fortune 200 companies that empowered leaders with greater spending authority outperformed those with excessive signatories and protocols (Posner et al., 1985). Similarly, Harvard Business School’s Professor Leonard Schlesinger identified two practices that drive exceptional customer experiences:
- ✅ Employees are granted "latitude" to meet customer needs.
- ✅ Talents have "discretion" or the authority to serve clients effectively.
The lesson is clear: controlling people stifles confidence and productivity, while granting autonomy fosters a sense of ownership and engagement.
Ownership Mentality: The Key to Responsibility
Jack Stack, CEO of Springfield Remanufacturing Corporation, articulated the essence of ownership:
"We have a company filled with people who not only are owners but who think and act like owners rather than employees. That’s an important distinction. Getting people to think and act like owners goes far beyond giving them equity. They have the knowledge, understanding, and information needed to make decisions, and they possess the motivation and will to act fast. Ownership is not a set of legal rights. It’s a state of mind."
"We have a company filled with people who not only are owners but who think and act like owners rather than employees. That’s an important distinction. Getting people to think and act like owners goes far beyond giving them equity. They have the knowledge, understanding, and information needed to make decisions, and they possess the motivation and will to act fast. Ownership is not a set of legal rights. It’s a state of mind."
When people develop an ownership mindset, they engage more deeply and take greater responsibility. They willingly accept blame for their mistakes and, in some cases, even shoulder the burden of others’ errors. This is not about heroism but about selflessness and prioritizing collective success over individual interests.
Leadership: A State of Mind
Leadership is not about titles or legal authority; it’s a mindset that manifests in actions. True leadership involves taking responsibility. Here’s how we, as leaders, can embody this:
- 💬 Acknowledge Mistakes: When we make errors, it’s okay to apologize. Being genuine and teachable builds credibility.
- 💬 Empower People: Allow team members to think critically and solve problems. Be ready to step in when necessary but let them grow through their experiences.
- 💬 Share Credit: Celebrate the team’s victories. When they succeed, recognize their contributions. When you succeed, share the win.
Leadership is about moving from "me" to "we." When leaders embrace the reality that their role is to serve others, selflessness becomes second nature.
Let us lead by example, take responsibility, and inspire those around us to do the same. As Emergency Declaration reminded me, great leadership isn’t about commanding others—it’s about owning your role and lifting everyone together.
