As a leader, I believe it’s important to emphasize the concept of equal onus—the Latin word “onus” meaning burden—between myself as the leader and the employee when it comes to achieving outcomes. Both of us carry this burden, but we demonstrate it in different ways, and we each manage it differently.

For example, I might be responsible for providing information, but the employee also has the responsibility to ask for clarification if the information I provide is incomplete or unclear. It’s not enough for them to simply walk away and think, “Phil didn’t give me what I needed, or he didn’t give me all the information I wanted.” Instead, they need to come to me and ask for more information or clarity if they feel something is missing. They share the burden for the outcome, too.

This concept applies beyond just information—it extends to all aspects of our work. In our organizations, we need to promote the idea that both the leader and the employee are responsible for delivering the desired outcome. It’s not solely the leader’s responsibility; it’s a shared responsibility. Both parties must engage actively to achieve success, rather than placing the entire burden on the leader alone.