Align Authority with Responsibility

Too often the misalignment of authority with responsibility derails projects, lengthens schedules and frustrates managers. It’s so easy to fix. 

Simply put responsibility means you bear the consequences of the outcome. You prosper with recognition or reward it things go well. You suffer loss of credibility or influence if they don’t. 

Authority means you get to do it your way - even if that’s somewhat different from how the boss might have done it. 

As an executive we’re supposed to delegate tasks and projects to others lest we pile too much on our own plates and get nothing done. 

If subordinates are tasked and given responsibility but no authority they become passive conduits unable to act. They must constantly check back with the boss to find out how he or she thinks. They spend more time seeking instruction than pursuing their task. 

I’m often flabbergasted when a customer’s assigned person gets all the available information, determines what ought to be done and then stops cold. They have to look back over their shoulder to see how the boss would do it. 

When you work with talented and capable people and have trust you give them responsibility. You need to give them the authority to act in the way they see things, according to their talents and capabilities. They may not do it the same way. If you restrict them within your limits you’ll squash initiative and hamper creativity. 

Tell people what you want them to do or how you want them to do it. Don’t ever do both. 

One of my oft used terms to someone to whom I’ve given both responsibility and authority - when they ask me how I’d do it seems flippant. I tell them, “You can screw that up just as well as I can. Go do it your way.” 

You’ll have to underwrite mistakes and there will be some. Just insure they don’t make the same mistake twice. 

After all I’ve made many mistakes and frankly that’s when I learn the most. 

That’s when I get better at what I do.