Most teams talk a lot about accountability. But accountability usually shows up after something goes wrong. Ownership shows up before it does. When ownership is fuzzy, you’ll see: -decisions bouncing between people -meetings replacing action -good people waiting for permission -frustration rising with no movement Adding more accountability rarely fixes that. Clarifying who owns the call almost always does. So let’s make this practical: 👇 Think about the last thing that got stuck in your team. Was it an accountability issue — or an ownership issue? Drop one example (no names needed). We’ll unpack how to fix it without adding more meetings.

Most teams don’t realize they have a problem until it becomes a crisis. But execution usually dies quietly first. It dies in: -delayed decisions -endless alignment -unclear ownership -and low trust under pressure By the time leaders notice, weeks — sometimes months — have already been lost. This isn’t a motivation issue. It’s a decision system issue. So let’s make this practical. 👇 Where is your organization bleeding time right now? One sentence is enough: *product *hiring *operations *leadership *strategy

Quick thought for the group: Most teams believe they need more alignment to move faster. In reality, they usually need less. Alignment feels safe. But when everyone has to agree, no one can decide. That’s how: -projects stall -meetings multiply -and momentum quietly dies High-performing teams align on goals and decision rights, then they act. 👇 Where has “alignment” slowed something down for you recently? One example is enough — product, hiring, marketing, operations, anything. That’s where the real work begins.

Quick question for the group: When something important needs to move inside your company… what usually slows it down? Is it: -waiting for approval -unclear ownership -fear of being wrong -or too many people in the loop? Most teams don’t slow down because people are lazy. They slow down because the system punishes initiative. High-performing teams don’t run on permission. They run on clear decision boundaries. This week, we’re going to start identifying where that friction actually lives. 👇 Drop one real situation where something got stuck because no one felt empowered to decide. One sentence is enough.

Quick question for everyone here: When something important gets stuck inside your team or company… what usually causes it? Not the surface reason. The real one. Is it: -decisions bouncing between people? -unclear ownership? -fear of making the wrong call? -lack of trust between functions? or something else? Most organizations don’t slow down because people are lazy. They slow down because nobody designed how decisions move. This week, we’re going to start surfacing where that friction actually lives — so we can stop guessing and start fixing. 👇 Drop one situation where execution got stuck recently. Keep it simple. One sentence is enough. That’s where the real work begins.