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Differences that change the conversation

Five goals, one job

Odpowiedzialność osoby a wynik zespołu

Anna assigns five goals to five people, while the team moves work to where the shared outcome needs it. The unit of accountability can be a person or a result.

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Anna, Helena, Amira, Maja, Tomasz in panel 1 of Five goals, one job.
Everyone has their own scope and their own result. Clear?
Anna, Helena, Amira, Maja, Tomasz in panel 2 of Five goals, one job.
If everyone does only their own piece, the whole thing will fall apart.
Anna, Helena, Amira, Maja, Tomasz in panel 3 of Five goals, one job.
I’ll take this part from Maja, and Tomasz can calculate both options.
Anna, Helena, Amira, Maja, Tomasz in panel 4 of Five goals, one job.
Why didn’t you complete your assigned tasks?
We completed the team’s task.
Anna, Helena, Amira, Maja, Tomasz in panel 5 of Five goals, one job.
The result is good. But I can’t see who owned what.
Then let’s make ownership visible without breaking collaboration.
Em, the Empatyzer coach
Anna protects the result by assigning ownership to specific people. Helena’s team protects the whole by moving work flexibly around dependencies. The same success can therefore look like strong collaboration or blurred accountability. Do not force the team to choose between them. Define the shared result, then make the owners of decisions, areas and key commitments visible alongside it.