I’m Garrett Gunderson, and I’ve coached leaders long enough to see a pattern that hurts both people and profits. The problem isn’t a lack of talent. It’s a lack of ownership.
Work shouldn’t feel like sleepwalking. It should feel like contribution. My stance is simple: organizations thrive when people act like owners, not renters. That mindset shift beats any perk program, every time.
The Real Problem
Disengagement is everywhere. People clock in, do the minimum, and clock out. We’ve normalized it. We’ve even built systems to manage it. That’s a mistake.
“People being disengaged with their work… doing things because they have to, not because they want to. That’s the opposite of entrepreneurial. That’s like zombie.”
Zombie work kills creativity, speed, and culture. It also trains people to wait for orders instead of solving problems. That cost is massive, yet hidden.
The Entrepreneurial Answer
Ownership is a decision first, a reward second. The entrepreneurs I coach don’t wait for permission. They move. They accept responsibility instead of deflecting it. That posture creates momentum and trust.
“Entrepreneurs are going to be more solutions focused. They’re going to make sure that they’re responsible for their actions and their objectives.”
People don’t need a title to think this way. They need clarity, support, and a fair way to win. When those exist, performance changes fast.
What Ownership Looks Like
Here’s how anyone—at any level—can start acting like an owner. It’s practical. It’s measurable. And it works.
- Adopt outcomes, not tasks: Define the win, not just the steps.
- Ship solutions: Bring answers with the issue. One problem, three proposals.
- Track value: Measure impact in revenue, savings, or retention.
- Communicate like a partner: Share progress without being chased.
- Ask for fair upside: Tie rewards to results, not tenure.
This isn’t hustle culture. It’s alignment. It’s treating your role like your own business inside the business.
“They treat that role like it’s their own business, like it’s their own thing… and they get the support.”
Support Is Not Optional
Ownership fails without support. Leaders have to remove friction and fund ideas. That means clear goals, access to information, and authority that matches responsibility.
If you want initiative, stop punishing smart risk. Reward progress, even when it isn’t perfect. Coach people who try. Replace blame with postmortems and learning. That builds speed and safety at the same time.
But What About Lazy Teams?
Some argue people won’t step up. I don’t buy it. Most people rise when their work matters and wins are visible. If they don’t, it’s either a fit issue or a system issue. Fix the incentives or free the seat.
Another claim is that ownership leads to overwork. It can, if the rules are broken. Owners set boundaries, prioritize, and say no to noise. That’s part of acting like a pro.
Pay People For Outcomes
Compensation should reflect contribution. Tie pay to clear results. Profit-sharing, value-based bonuses, and micro-equity in projects create buy-in. People deliver more when they can win more. Simple.
A Simple Challenge
For individuals: pick one area you touch weekly. Define a better outcome. Propose the plan. Set a scoreboard. Ask for upside tied to that metric.
For leaders: choose one team function. Clarify the target. Grant the authority needed. Remove two obstacles. Agree on rewards before the work starts.
Disengagement is easy to complain about. Solutions take courage. Ownership is the cure. It turns jobs into missions and meetings into momentum. It rewards contribution, not compliance.
Act like it’s your business. If you lead, treat people like partners. Build the support. Share the win. That’s how we stop the zombie shift and start creating real value again.
