Don’t Blame the Team. Blame the Fog.

Tia’s reflections on ownership, clarity, and what leadership really sets in motion.

I’ve been part of a team that moved like clockwork.

Not because we were all Type-A perfectionists (we weren’t).
Not because we had all the answers (we definitely didn’t).
But because we were clear.

Everyone knew why we were there.
Everyone knew how their role connected to the bigger picture.
And most importantly? Everyone knew what they were responsible for and what they weren’t.

It was like this silent current underneath our work. We didn’t have to second-guess each other. We didn’t sit around waiting for direction. Decisions were made quickly. Ownership wasn’t a struggle.

Because clarity wasn’t a buzzword. It was how we operated.

The opposite of clarity? Confusion disguised as empowerment.

I’ve also been on teams where “ownership” meant something very different.

Where you’re told, “You’ve got this! Take the lead!” But when you ask, “What exactly are the expectations?” you’re met with a vague shrug or a stack of job descriptions that might as well have been written in 2004.

We talk a lot about accountability and initiative in leadership development. But here’s the part we often skip: You can’t take ownership of something that hasn’t been clearly handed off.

So… why do teams struggle to take ownership?

The truth is, we haven’t made it easy to own anything.

Ownership feels risky when…

• Expectations shift week to week
• Decisions aren’t backed up
• Priorities aren’t aligned
• Feedback is inconsistent or overly personal

And here’s the kicker: according to Gallup, only about half of employees strongly agree that they know what is expected of them at work — a foundational clarity gap that undermines ownership and performance. So if your team seems passive, slow to act, or stuck in a pattern of “just tell me what to do”…

It may not be a motivation issue. Maybe it’s a clarity issue.

Clarity isn’t coddling. It’s leadership.

Somewhere along the way, we started confusing “real leadership” with being hands-off.

Letting people figure it out.
Giving wide-open freedom.
Assuming people will naturally rise to the occasion.

But clarity doesn’t kill ownership—it enables it. It gives people a foundation to stand on when the pressure hits. It helps them make smart, confident decisions within their area of responsibility. It reduces politics, rework, and burnout. 

And when it’s missing? The fog sets in. People freeze. Or flail.
And leaders wonder why no one is stepping up.

So what now?

Lead with intention.

Ask yourself:

• Does each person on my team know what they own—and what they don’t?
• Are we clear on the outcomes, not just the activities?
• Have we revisited expectations since the last shift in strategy, staffing, or structure?
• When I say “they need to take more ownership,” what am I really frustrated about?

Because in the end, ownership doesn’t start with a motivational speech.
It starts with leadership.

👇 Want to go deeper?

🎧 Listen to this week’s Real Talk episode:
“The Real Reason Your Team Won’t Take Ownership”  

📅 Ready to create more clarity across your team?
Spring cohorts for Catalyst’s Bootcamp & Strategic Leader programs kick off March 16th. Reserve your seat before they fill.